Senior Workforce Analyst

This role is built for someone who knows how to run workforce planning as a discipline—not just report on it. We are looking for a seasoned workforce analyst who can build and own the models that drive hiring, coverage, effecti9ve client engagement, and organizational design decisions while staying aligned to real-time executive priorities.

This individual will sit at the center of workforce strategy to translate business demand, pipeline movement, and personnel changes into clear, actionable hiring and resourcing decisions. The proper candidate must be able to operate at executive speed, providing timely updates on hiring progress, pipeline health, and risks tied to attrition or performance.

The right candidate will recognize this is a role for someone who has built workforce models before and knows how to translate their analysis into effective decisions.

Essential Job Responsibilities Include:

• Strategic Workforce Modeling & Planning

• Build and continuously refine workforce models that align capacity with business demand drivers (sales pipeline, renewals, account segmentation, and account complexity).

• Develop and maintain a group and individual-level capacity model for Strategic Account Executives (SAEs) that accounts for variability in workload, tenure, and performance.

• Create and evolve an account complexity framework (client size, program mix, broker dynamics, service requirements, etc.) and translate that into differentiated capacity assumptions.

• Move beyond “accounts per individual” thinking to a weighted capacity model, where more complex clients appropriately consume more capacity.

• Translate forecasted new business, client changes, and expected retention churn into forward-looking hiring and coverage plans based on true capacity—not averages.

• Develop scenario-based models to guide leadership decisions on headcount, timing of hires, and organizational structure as client base grows.

• Executive Visibility & Real-Time Updates

• Serve as the single source of truth for workforce planning updates to senior leadership.

• Maintain a real-time view of open roles, candidate pipeline status, and hiring progress.

• Provide frequent, clear updates on:

• Hiring pipeline health and velocity.

• Role prioritization and sequencing.

• At-risk personnel (performance, attrition risk, transitions) and associated backfill/capacity needs.

• Ensure leadership always has a current, accurate picture of workforce supply vs. demand.

• Hiring Strategy & Pipeline Management Support

• Support HR and leadership to translate workforce plans into hiring action.

• Support tracking and management of the hiring pipeline across roles—from req approval through offer acceptance via model and capacity insights.

• Support Account Management leadership to align candidate prioritization to the highest-impact gaps identified through workforce modeling.

• Workforce Insights & Decision Support

• Own workforce dashboards that provide visibility into capacity at the individual SAE level, including over/under-utilization.

• Highlight where account complexity creates strain or inefficiency within current team structure.

• Deliver concise, executive-ready insights that inform decisions on hiring, backfills, account assignments, and segmentation.

• Proactively identify risks tied to uneven workload distribution, turnover, or demand shifts.

• Cross-Functional Partnership

• As a key contributor of the support Revenue Operations provides, you will partner with HR, Finance, and business leaders to ensure alignment on workforce assumptions and decisions.

• Ensure workforce data is consistent, accurate, and reflected across systems and reporting.

• Support, where needed, alignment between workforce planning, compensation structures, and operational execution.

What Success Looks Like:

• You have developed a workforce planning model that reflects true capacity and complexity, not ratios.

• Leadership has real-time visibility into individual SAE capacity and where pressure exists.

• Hiring decisions are proactive and tied to modeled demand—not reactive gaps.

• Account assignments feel balanced because complexity is accounted for, not assumed.

• Risks tied to attrition, performance, or uneven workload are identified early and addressed.

Why This Role Matters:

This role ensures we are not treating all accounts—or all capacity—the same. It introduces the rigor needed to align the right resources to the right work, scale intelligently, and make workforce decisions with confidence.

Required Skills / Experience:

• 5+ years of experience of proven, effective workforce planning models, capacity planning, and workforce analytics in a mid to enterprise-sized organization..

• Demonstrated experience building capacity models that account for variability (not averages).

• Experience modeling workload at an individual contributor level (ideally in AM, SAE, or similar roles).

• Strong, demonstratable analytical skills with the ability to translate complex inputs into practical decisions.

• Experience supporting hiring planning and pipeline management processes.

• Ability to operate in a fast-paced environment with shifting priorities and executive visibility.

• Strong communication skills—can confidently translate data into clear, actionable leadership updates.

Preferred Skills/Experience:

• Experience in Revenue Operations, Sales Operations, or Account Management environments.

• Familiarity with portfolio-based roles where account complexity drives workload models.

• Experience building segmentation, coverage, or capacity models for client-facing teams.

Based on relevant market data and other factors, the anticipated hiring range for this role is $88 ,000 to $110 ,000 annually. Final compensation rates will be determined based on various factors, including but not limited to experience, skills, knowledge, and internal equity considerations. This role is also short-term incentive eligible. Incentive amounts will vary by individual and business goals.

We are committed to fair and equitable compensation practices. The final salary offered to the selected candidate may vary from the posted range due to individual qualifications. Our goal is to ensure that all teammates are compensated fairly and competitively based on their contributions to our organization.

RxBenefits is also committed to providing best in class benefits to our teammates. We offer a robust total rewards package that includes:

• Remote first work environment

• Choice of a HDHP or PPO Medical plan, we pay 100% of the premium for the HDHP for you and your eligible family members

• Dental, Vision, Short- and Long-Term Disability, and Group Life Insurance that we also pay 100% of premiums (for your family too on Dental and Vision)

• Additional buy-up options for Short- and Long-Term Disability and Life Insurance

• 401(k) with an employer match up to 3.5% available after 60 days

• Community Service Day to give back and support what you love in your community

• 10 company holidays including MLK Day, Juneteenth, and the day after Thanksgiving plus a floating holiday to use as you like

• Reimbursements for high-speed internet, we’ll send you a computer and monitors to help you do your best work

• Tuition Reimbursement for accredited degree programs

• Paid New Parent Leave that can be used for adoption or birth

• Pet insurance to protect your furbabies

• A robust mental health benefit and EAP service through Spring Health to support you when you need it most

RxBenefits provides equal opportunities for everyone who works for us and everyone who applies to join our team, without regard to sex or gender, gender identity, gender expression, age, race, religious creed, color, national origin, ancestry, pregnancy, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, any service, past, present, or future, in the uniformed services of the United States (military or veteran status), or any other consideration protected by federal, state, or local law.