7+ years of experience in FP&A, workforce planning, or commercial finance with headcount ownership
Experience in a technology or scale-up start-up environment
Deep understanding of workforce metrics like attrition and cost per hire
Hands-on experience with hiring plans and personnel cost forecasts
Strong modeling skills for flexible, decision-ready plans
Experience with ATS and HRIS data management
Proven relationship-building skills with cross-functional teams
Excellent analytical and problem-solving abilities
Builder mindset for process improvement and scalability
Strong execution skills during planning cycles and month-end close
Clear communication skills for translating data for non-finance stakeholders
Responsibilities
Own workforce planning and personnel cost for Legora
Manage the companywide headcount plan including current and future hiring
Forecast total personnel costs with monthly variance analysis
Ensure headcount governance aligns with the approved financial plan
Maintain the financial source of truth for headcount and personnel costs
Translate annual operating plans into detailed hiring plans
Evaluate workforce investment decisions with business leaders
Collaborate with Talent Acquisition on realistic hiring forecasts
Build financial views of organizational efficiency metrics
Oversee position management from a finance perspective
Partner with Total Rewards on compensation governance
Create workforce reporting for management and board materials
Develop models and dashboards to improve forecast accuracy
Benefits
Global collaboration with teams across Europe, APAC, and North America
Comprehensive salary and benefits package
Opportunity to shape AI usage for thousands of lawyers
In-person work environment with daily company-provided lunch
Medical, Dental & Vision plans with multiple options
Generous parental leave and family support services
401(K) with generous company match and unlimited PTO
Robust voluntary benefits including identity protection and legal coverage
Full Job Description
The Role
We are hiring a Senior Manager, Workforce Planning & Analytics to join FP&A at Legora. This is a finance role with a clear mandate: own the planning, forecasting, and financial governance of our largest cost base, our people.
Personnel cost represents the majority of Legora's operating spend. As we scale, we need the same rigor around headcount that we apply to revenue, cash, and the rest of the P&L. You will own that discipline.
You will build and run our companywide workforce plan, translate hiring decisions into financial impact, forecast personnel cost against actuals, and ensure every open role is supported by an approved plan. You will give leadership a clear view of where we are investing, what those investments cost, and how hiring decisions affect the financial plan.
You will sit within FP&A and partner closely with business leaders, People, and Talent Acquisition. Finance will own the plan and the economics. Your role is to make sure hiring activity stays connected to both.
You will also own the data and systems that support workforce planning, creating a trusted view of headcount, open positions, hiring timing, and personnel cost across our HRIS, ATS, and financial planning environment.
This is a high visibility role at the intersection of financial planning and operating execution. The goal is simple: make headcount planning faster, more accurate, and more accountable as Legora scales.
What You'll Do
You will be the FP&A owner for workforce planning and personnel cost across Legora.
Own the companywide headcount plan, including current employees, approved openings, future hiring, start dates, location, level, and cost
Forecast total personnel cost across salary, bonus, commissions, employer taxes, benefits, and share based compensation, with monthly variance analysis against plan and actuals
Own headcount governance, ensuring new requisitions, replacements, transfers, and changes to planned roles are consistent with the approved financial plan
Maintain the financial source of truth for headcount and personnel cost across Finance, People, and Talent Acquisition
Translate annual operating plans into hiring plans by function, geography, level, and timing
Partner with business leaders to evaluate workforce investment decisions, including hiring pace, organizational structure, productivity, and tradeoffs against the broader financial plan
Partner with Talent Acquisition on hiring capacity, timing, and sequencing so the forecast reflects realistic hiring assumptions
Build financial views of organizational efficiency, including revenue per employee, personnel cost as a percentage of revenue, functional spend ratios, management leverage, and hiring productivity
Own position management from a Finance perspective, including the connection between approved positions, Ashby, our HRIS, and financial planning systems
Partner with Total Rewards on compensation assumptions, pay bands, equity, and offer governance to ensure hiring decisions remain within plan
Build the workforce reporting used in management, Board, investor, and audit materials
Create models, dashboards, controls, and processes that improve forecast accuracy and reduce manual reconciliation
Continuously improve how Legora allocates its largest investment across teams, markets, and functions
What You Bring
7+ years of experience in FP&A, workforce planning, or commercial finance, with meaningful ownership of headcount and personnel cost
Experience from a technology and/or scale-up start-up environment
Deep fluency in workforce metrics, including spans and layers, attrition and replacement modelling, ramp, cost per hire, and functional headcount ratios
Hands-on experience owning a hiring plan and a personnel cost forecast, including re-forecasting through the year
Strong modelling skills, with the ability to build clean, flexible, decision-ready plans that hold up under scenario pressure
Practical experience working across ATS and HRIS data, ideally including position management, and comfort defining requirements for system implementations or migrations
Proven ability to build strong relationships with People, Talent, and functional leadership, and to hold the line on governance without becoming a blocker
Excellent analytical and problem-solving skills, using data to inform decisions and improve outcomes
A builder mindset, comfortable working through ambiguity, maturing processes, and implementing scalable improvements
Strong execution skills and the ability to manage competing priorities during planning cycles and month-end close
Clear, concise communication skills, with the ability to translate numbers into narrative for non-finance stakeholders
Comfort with finance and people systems (e.g. Ashby, HiBob or Workday, ERP, and planning/BI tools) is a plus
What's In It For You
Global collaboration: Partner with teams and clients across Europe, APAC, and North America.
Competitive package: Comprehensive salary, benefits, and tools for success.
Meaningful work: Your efforts shape how thousands of lawyers use AI daily.
In-person environment: Union Square office designed for ambitious builders and company provided lunch daily.
Benefits & Perks: We invest in our people with a comprehensive, thoughtfully designed benefits package: Medical, Dental & Vision
Multiple medical plan options through Aetna and Kaiser Permanente
HSA or Healthcare FSA (based on plan selection)
Dental plans via MetLife
Vision plans via Vision Care
Family Support
Generous parental leave
Free access to Maven Clinic
Dependent Care FSA
Free One Medical membership for employees and dependents
Additional Perks
Pre-tax commuter benefits
Life Insurance + STD/LTD
401(K) with generous company match
Unlimited PTO
Robust voluntary benefits, including identity protection (via Aura), legal coverage via MetLife, pet savings programs, and more
