Senior Manager, Workforce Planning & Analytics

- 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. - 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

ABOUT US Legora is redefining how legal work gets done. Not built for lawyers, built with them. We work alongside the world’s best legal teams, who expect excellence, precision, and speed, and we hold ourselves to the same bar. Our AI-native workspace lets legal professionals move faster, think more clearly, and operate with sharper precision. By analysing thousands of documents in minutes and powering end-to-end workflows, we cut through complexity, teams can focus on what matters: judgment, strategy, and outcomes. 2,100+ customers across 80+ countries trust us, including Cleary Gottlieb, Goodwin, Linklaters, White & Case, Dentons, and Barclays. We’ve scaled to $200M+ in ARR, with teams across Europe, North America and APAC, and continue to expand through acquisitions including Qura, Walter AI, Graceview, Cadastral, and Wexler. We partner with world-class performers: including Aaron Judge and the New York Yankees, Ludvig Åberg (and his caddie), and campaigns featuring Jude Law. Joining Legora means three things. - We lean in: ownership over titles, outcomes over intentions. - We fight for excellence: high standards, direct, ego-free feedback. - We grow together: as a team and with our customers. Mission before ego. Everyone contributes. No one coasts. If you’re driven by impact, pace, and raising the bar. This is the place. 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 abil