Workforce Planning Manager

We’re on a mission to make money work for everyone.

We’re waving goodbye to the complicated and confusing ways of traditional banking.

After starting as a prepaid card, our product offering has grown a lot in the last 10 years in the UK. As well as personal and business bank accounts, we offer joint accounts, accounts for 16-17 year olds, a free kids account and credit cards in the UK, with more exciting things to come beyond. Our UK customers can also save, invest and combine their pensions with us.

With our hot coral cards and get-paid-early feature, combined with financial education on social media and our award winning customer service, we have a long history of creating magical moments for our customers!

We’re not about selling products - we want to solve problems and change lives through Monzo ❤️

London | £72,300 -£97,800 +Benefits|Hear from the team

We are looking for a commercially-minded Workforce Planning Manager to own the financial and operational integrity of our people cost base.

This role will actively contribute to our reporting, meeting cadences, data governance, forecasting processes, and scalable operating rhythms. You will drive improvements in how headcount is planned, forecasted, tracked, and communicated across the business, acting as the bridge between Finance, People and wider Business Teams.

This role requires someone who is analytical, operationally strong, comfortable building processes, and confident partnering with leaders to influence decisions. You will partner closely with FP&A, the Head of Costs, Talent Acquisition and senior business leaders to manage pacing of hiring, scenario modelling and executive-level reporting.

• Owning and continuously improving the end-to-end workforce planning process, including monthly movement reporting, budgeting workflows and approval governance.
• Building and maintaining a reliable reporting suite for headcount, hiring, attrition, and internal movements.
• Designing and implementing the end-to-end workforce planning process, including monthly movement reporting, budgeting workflows and approval processes.
• Developing and maintaining accurate workforce forecasts, reconciling plan vs actuals and identifying key drivers of variance.
• Consolidating all annual headcount forecast data into our future planning tool, aligning it with FP&A and producing final inputs for internal and Board approvals
• Supporting to build, configurate and launch of new workforce planning tool (Adaptive Planning) as part of our HRIS implementation
• Facilitating quarterly headcount review process, gathering all inputs, preparing revised outlook reporting with clear narrative for Executive and People Leadership teams
• Tracking core workforce KPIs together with People Analytics to create monthly reporting and commentary as part of company-wide reporting
• Providing insights and recommendations to leadership to support organisational design, staffing decisions, and budget discussions.
• Supporting on other analytical related activities related to core cycle people planning with other teams e.g. performance & talent cycle
• Building and maintaining a reliable reporting suite for headcount, hiring, attrition, and workforce movements.
• Driving continuous improvement across the People and Finance people, process and data ecosystem with a focus on accuracy, transparency, and operational effectiveness.
• Maintaining a risk register highlighting areas where hiring delays, attrition, or structural gaps impact business delivery.

• You have experience leading workforce planning in either a medium to large complex organisation,built upand scaledit in ahyper growth environment
• You have advanced Google Sheet skills with experience and confidence in handling large, complex datafrom a variety of sources
• You are comfortable working in ambiguous environments and easily adaptable to changes
• You have experience Implementing and/or been a super user for top tier planning tools e.g. Anaplan,Adaptive Planning etc
• You have an analytical mindset, able to develop hypothesis from business problems
• You have ability to take large data, simplify and build into…