Senior Workforce Planning Analyst

HealthEdge•Remote,

8d•$94,000 - $100,000•Remote

About The Position

HealthEdge® offers AI-powered operational infrastructure for health insurance companies, guaranteeing an enduring financial edge in an increasingly competitive market. We're experiencing strong market momentum, with a growing number of health plans choosing HealthEdge to modernize their operations and compete more effectively. As we expand, we're investing in the people who power that growth, making this a pivotal moment to join us and shape the future of healthcare technology. Learn more at HealthEdge.com. The Resource Planning Lead owns enterprise workforce forecasting and capacity planning, translating projected workload demand into staffing requirements across operational functions. This role develops and maintains forecasting models, aligns workforce plans with business objectives, and partners with leaders across Operations, Finance, and HR to ensure the organization has the right resources in place to meet service, productivity, compliance, and financial goals. The Team Lead serves as the subject matter expert for forecasting methodologies, workforce planning processes, and capacity management tools.

Requirements

5 or more years of experience in workforce planning, forecasting, capacity planning, or workforce management.
Demonstrated experience owning complex workforce forecasting and capacity planning processes operational environments.
Strong analytical, problem-solving, and workforce modeling skills, including advanced Excel proficiency; SQL and planning tools experience preferred.
Experience partnering with Finance, HR, and business leaders on headcount and budget planning.
Ability to communicate workforce risks, staffing recommendations, and planning insights to leaders at multiple levels.

Nice To Haves

SQL and planning tools experience preferred.

Responsibilities

Lead end-to-end forecasting and capacity planning activities across operational functions, converting projected demand into staffing requirements and hiring recommendations.
Develop and maintain short-, mid-, and long-range forecasting models using historical trends, business drivers, workload assumptions, and operational changes.
Partner with Operations, Finance, and HR to align workforce plans with budget cycles, hiring strategies, productivity expectations, and organizational goals.
Produce actionable staffing plans that proactively identify resource gaps, surpluses, risks, and opportunities.
Conduct variance analyses and continuously improve forecasting accuracy, planning assumptions, and workforce models.
Collaborate with workforce management and operational leaders to translate capacity plans into executable staffing and work allocation strategies.
Support strategic initiatives, including new business implementations, operational expansions, process transformations, technology deployments, and outsourcing assessments.
Serve as the subject matter expert for workforce planning methodologies, capacity models, forecasting tools, and workforce analytics.