Headcount Planning

Job-level workforce planning — setup sequence, pay bands, planning inputs, and cost sync to FP

Module 3Module Walkthrough25 min

📖 Tell How HC Planning Works Job-level planning (not employee-level) — centralized job library, pay bands, department mapping, and cost calculations.

👁 Show Instructor Demo Facilitator walks through the full HC setup sequence: job metadata → dept mapping → pay bands → GL accounts → cost assumptions → planning.

✅ Do Explore HC Pages Navigate to HC – Review/Update Job Metadata. How many valid jobs are there? Navigate to HC – Map Jobs to Departments. What is the current count of unmapped jobs?

🚨 Job-Level, Not Employee-Level

IFP v2.0 HC plans at the job role level — no named employee data. For position or employee-level detail, use OWP (Operational Workforce Planning) or WFB (Workforce Budgeting), both of which integrate natively with IFP.

Setup Sequence

Configure Job Metadata (create jobs, set grades, employment types, active flag)
Map Jobs to Departments (define which roles exist in which departments)
Set Job Grade Pay Bands (compensation guardrails)
Map GL Accounts (connect HC costs to FP accounts)
Enter Job Cost Assumptions (specific costs per job per department)
Plan Headcount (hires, exits, transfers, attrition by month)

Job Metadata

Headcount module — HC Admin setup screen showing structure tabs: Jobs, Pay Bands, Benefits, Payroll Attributes — HC Admin landing — four setup tabs must be completed in sequence before any planning; Jobs first, then Pay Bands, then Benefits, then Payroll Attributes

Required fields for a valid job: Job Code · Display Name · Job Parent · Job Grade · Employment Type · Active = TRUE. Jobs with missing fields are marked Invalid and won't appear in planning grids.

Job to Department Mapping

Monitor: Number of Valid Unmapped Jobs KPI — goal is zero
A job can be mapped to multiple departments
Allow Contingent Worker checkbox only unlocks when: (1) job is Assigned to dept AND (2) Allow Contingent Worker = TRUE globally on the job

Job Grade Pay Bands

Set min/max base salary per grade (company-wide guardrails)
Bonus %, Benefits %, Overhead % as percentage of salary
Regional differentiation by entity supported (different rates per country)
System validates entries — max must be ≥ min; percentages must be 0–100%

GL Account Mappings

Map each HC cost category (salary, bonus, benefits, overhead, payroll taxes) to a leaf-level GL account
Parent-level GL accounts trigger red validation errors
Incorrect mappings push costs to wrong OpEx categories when imported to FP

Headcount Planning

HC – Planning page showing hires, exits, and transfers by job per department — HC Planning — enter planned hires, exits, and transfers for each job role; system tracks opening and closing headcount position count automatically

HC – Cost Summary page showing total compensation cost by department rolled into FP model — HC Cost Summary — total compensation cost (salary + benefits + payroll taxes) by department; runs import to push these costs into the FP model

HC to FP model sync — FIN Import from HC Model action result confirmation — HC → FP sync — after running the import action, verify the OpEx accounts tagged 'Planned in Headcount' reflect the latest HC amounts in the FP model

Manual entry: Hires · Exits · Transfers In/Out — by month for plan period
Attrition is assumption-based (parameter), not manual
Use suppression to show only jobs with headcount
KPI cards and charts update at top of page as you enter data

Sync to FP

After planning: Administration → Financials Model → FIN – Import from HC Model. This pushes all HC workforce costs into the correct OpEx accounts in FP.

💡 Regional Cost Profiles

Pay bands can vary by entity — useful for international organizations where the same job grade has different compensation levels by country (e.g., India vs. US rates for the same role).

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