Sr Sales Workforce Planner

HealthEquity

6d•$79,500 - $101,000•Remote

About The Position

Our mission is to SAVE AND IMPROVE LIVES BY EMPOWERING HEALTHCARE CONSUMERS. Come be part of remarkable. Overview How you can make a difference The Workforce & Capacity Analyst plays a critical role within the Revenue Operations organization by owning the analytical truth behind headcount, coverage, productivity, and cost decisions. This role ensures that people, capacity, and investment are continuously aligned to revenue opportunity in a disciplined, explainable, and financially sound way. This position transforms headcount numbers into revenue-capable capacity models, enabling leadership to make informed decisions around growth, hiring, territory design, and investment tradeoffs. The Workforce & Capacity Analyst partners closely with Sales Leadership, RevOps, and FP&A to support Turn-of-Year (TOY) planning, in-year rebalancing, and ongoing workforce optimization. This is a highly analytical, hands-on role requiring advanced SQL, strong modeling skills, and the ability to clearly communicate complex capacity and productivity dynamics to senior stakeholders. This role is typically performed remote, with periodic travel for planning sessions, TOY working meetings, or leadership reviews as needed.

Requirements

Bachelor’s degree required; degree in business, economics, analytics, finance, or a related field preferred.
4+ years of experience in analytics, workforce planning, RevOps, FP&A, or related roles.
Advanced SQL proficiency and strong analytical modeling skills.
Experience building capacity, productivity, or financial models.
Strong understanding of sales roles, GTM motions, and coverage models.
Ability to translate complex analysis into clear, actionable insights.
Strong attention to detail and comfort operating in ambiguous environments.
Excellent communication and stakeholder partnership skills.
Ability to manage multiple priorities during high-intensity planning cycles.

Nice To Haves

Experience supporting sales organizations, GTM models, or capacity planning strongly preferred.

Responsibilities

Capacity & Coverage Modeling (Living Models)
Own and maintain living capacity and coverage models that continuously evolve based on business conditions.
Model capacity based on:
Segment growth rates
Productivity trends
Attrition and ramp assumptions
GTM motion complexity and role design
Translate hiring plans and coverage decisions into revenue capacity implications.
Partner with Sales and RevOps leadership to ensure coverage models remain realistic, scalable, and aligned to strategy.
Turn-of-Year (TOY) Analytical Ownership
Serve as an analytical owner for the multi-month TOY planning cycle.
Support and model:
Quota setting and productivity assumptions
Territory and coverage balance analysis
Headcount sensitivity scenarios
Revenue risk and capacity gap assessments
Pressure-test assumptions and surface risks early to support leadership decision-making.
Ensure TOY outputs are explainable, defensible, and aligned across Sales, RevOps, and Finance.
SQL, Productivity & Opex Modeling
Use advanced SQL to join workforce, territory, account, and revenue data across systems.
Analyze productivity by:
Segment
Tenure
Role
GTM motion
Quantify operating expense (opex) versus growth tradeoffs.
Support scenario modeling to inform hiring pace, role mix, and investment prioritization.
Ancillary & Ongoing Analytics Responsibilities
The Workforce & Capacity Analyst also owns:
Productivity Trend Monitoring – Detect early warning signs in performance or coverage.
Attrition Sensitivity Modeling – Quantify revenue and capacity risk under attrition scenarios.
Manager Load Analysis – Identify spans of control risks and inefficiencies.
Mid-Year Rebalancing Support – Inform territory, coverage, and capacity adjustments.
Finance Planning Support – Align headcount, opex, and revenue assumptions.
These responsibilities intensify during TOY planning cycles, hiring waves, re-segmentation efforts, and Salesforce or GTM model changes.