Workforce Insights & Decision Support + Own workforce dashboards that provide visibility into capacity at the individual SAE level, including over/under-utilization + Highlight where account complexity creates strain or inefficiency within current team structure + Deliver concise, executive-ready insights that inform decisions on hiring, backfills, account assignments, and segmentation + Proactively identify risks tied to uneven workload distribution, turnover, or demand shifts Cross-Functional Partnership + As a key contributor of the support Revenue Operations provides, you will partner with HR, Finance, and business leaders to ensure alignment on workforce assumptions and decisions + Ensure workforce data is consistent, accurate, and reflected across systems and reporting + Support, where needed, alignment between workforce planning, compensation structures, and operational execution What Success Looks Like + You have developed a workforce planning model that reflects true capacity and complexity, not ratios + Leadership has real-time visibility into individual SAE capacity and where pressure exists + Hiring decisions are proactive and tied to modeled demand-not reactive gaps + Account assignments feel balanced because complexity is accounted for, not assumed + Risks tied to attrition, performance, or uneven workload are identified early and addressed _Required Skills / Experience:_ + 5+ years of experience of proven, effective workforce planning models, capacity planning, and workforce analytics in a mid to enterprise sized organization + Demonstrated experience building capacity models that account for variability (not averages) + Experience modeling workload at an individual contributor level (ideally in AM, SAE, or similar roles) + Strong, demonstratable analytical skills with the ability to translate complex inputs into practical decisions + Experience supporting hiring planning and pipeline management processes + Ability to operate in a fast-paced environment with shifting priorities and executive visibility + Strong communication skills-can confidently translate data into clear, actionable leadership updates _Preferred Skills/Experience:_ + Experience in Revenue Operations, Sales Operations, or Account Management environments + Familiarity with portfolio-based roles where account complexity drives workload models + Experience building segmentation, coverage, or capacity models for client-facing teams Why This Role Matters This role ensures we are not treating all accounts-or all capacity-the same. _Essential Job Responsibilities Include:_ Strategic Workforce Modeling & Planning + Build and continuously refine workforce models that align capacity with business demand drivers (sales pipeline, renewals, account segmentation, and account complexity) + Develop and maintain a group and individual-level capacity model for Strategic Account Executives (SAEs) that accounts for variability in workload, tenure, and performance + Create and evolve an account complexity framework (client size, program mix, broker dynamics, service requirements, etc.) and translate that into differentiated capacity assumptions + Move beyond "accounts per individual" thinking to a weighted capacity model, where more complex clients appropriately consume more capacity + Translate forecasted new business, client changes, and expected retention churn into forward-looking hiring and coverage plans based on true capacity-not averages + Develop scenario-based models to guide leadership decisions on headcount, timing of hires, and organizational structure as client base grows Executive Visibility & Real-Time Updates + Serve as the single source of truth for workforce planning updates to senior leadership + Maintain a real-time view of open roles, candidate pipeline status, and hiring progress + Provide frequent, clear updates on: + Hiring pipeline health and velocity + Role prioritization and sequencing + At-risk personnel (performance, attrition risk, transitions) and associated backfill/capacity needs + Ensure leadership always has a current, accurate picture of workforce supply vs.