Sr Sales Workforce Planner

Our mission is to SAVE AND IMPROVE LIVES BY EMPOWERING HEALTHCARE CONSUMERS. Come be part of remarkable.

How you can make a difference 

The Workforce & Capacity Analyst plays a critical role within the Revenue Operations organization by owning the analytical truth behind headcount, coverage, productivity, and cost decisions. This role ensures that people, capacity, and investment are continuously aligned to revenue opportunity in a disciplined, explainable, and financially sound way. 

This position transforms headcount numbers into revenue-capable capacity models, enabling leadership to make informed decisions around growth, hiring, territory design, and investment tradeoffs. The Workforce & Capacity Analyst partners closely with Sales Leadership, RevOps, and FP&A to support Turn-of-Year (TOY) planning, in-year rebalancing, and ongoing workforce optimization. 

This is a highly analytical, hands-on role requiring advanced SQL, strong modeling skills, and the ability to clearly communicate complex capacity and productivity dynamics to senior stakeholders. 

This role is typically performed remote, with periodic travel for planning sessions, TOY working meetings, or leadership reviews as needed. 

What you’ll be doing 

Capacity & Coverage Modeling (Living Models) 

• Own and maintain living capacity and coverage models that continuously evolve based on business conditions. 

• Model capacity based on: 

• Segment growth rates 

• Productivity trends 

• Attrition and ramp assumptions 

• GTM motion complexity and role design 

• Translate hiring plans and coverage decisions into revenue capacity implications. 

• Partner with Sales and RevOps leadership to ensure coverage models remain realistic, scalable, and aligned to strategy. 

Turn-of-Year (TOY) Analytical Ownership 

• Serve as an analytical owner for the multi-month TOY planning cycle. 

• Support and model: 

• Quota setting and productivity assumptions 

• Territory and coverage balance analysis 

• Headcount sensitivity scenarios 

• Revenue risk and capacity gap assessments 

• Pressure-test assumptions and surface risks early to support leadership decision-making. 

• Ensure TOY outputs are explainable, defensible, and aligned across Sales, RevOps, and Finance. 

SQL, Productivity & Opex Modeling 

• Use advanced SQL to join workforce, territory, account, and revenue data across systems. 

• Analyze productivity by: 

• Segment 

• Tenure 

• Role 

• GTM motion 

• Quantify operating expense (opex) versus growth tradeoffs. 

• Support scenario modeling to inform hiring pace, role mix, and investment prioritization. 

Ancillary & Ongoing Analytics Responsibilities 

The Workforce & Capacity Analyst also owns: 

• Productivity Trend Monitoring – Detect early warning signs in performance or coverage. 

• Attrition Sensitivity Modeling – Quantify revenue and capacity risk under attrition scenarios. 

• Manager Load Analysis – Identify spans of control risks and inefficiencies. 

• Mid-Year Rebalancing Support – Inform territory, coverage, and capacity adjustments. 

• Finance Planning Support – Align headcount, opex, and revenue assumptions. 

These responsibilities intensify during TOY planning cycles, hiring waves, re-segmentation efforts, and Salesforce or GTM model changes. 

What you will need to be successful

Education and Experience 

• Bachelor’s degree required; degree in business, economics, analytics, finance, or a related field preferred. 

• 4+ years of experience in analytics, workforce planning, RevOps, FP&A, or related roles. 

• Experience supporting sales organizations, GTM models, or capacity planning strongly preferred. 

Specialized Knowledge, Skills, and Abilities 

• Advanced SQL proficiency and strong analytical modeling skills. 

• Experience building capacity, productivity, or financial models. 

• Strong understanding of sales roles, GTM motions, and coverage models. 

• Ability to translate complex analysis into clear, actionable insights. 

• Strong attention to detail and comfort operating in ambiguous environments. 

• Excellent communication and stakeholder partnership skills. 

• Ability to manage multiple priorities during high-intensity planning cycles. 

#LI-Remote

This is a remote position.

The actual compensation offer is determined based on job-related knowledge, education, skills, experience, and work location. This position will be eligible for performance-based incentives as part of the total compensation package, in addition to a full range of benefits including:

• Medical, dental, and vision
• HSA contribution and match
• Dependent care FSA match
• Uncapped paid time off
• Paid parental leave
• 401(k) match
• Personal and healthcare financial literacy programs
• Ongoing education & tuition assistance
• Gym and fitness reimbursement
• Wellness program incentives

HealthEquity has a vision that by 2030 we will make HSAs as wide-spread and popular as retirement accounts. We are passionate about providing a solution that allows American families to connect health and wealth. Join us and discover a work experience where the person is valued more than the position. Click here to learn more. 

You belong at HealthEquity!

HealthEquity, Inc. is an equal opportunity employer, and we are committed to being an employer where no matter your background or identity – you feel welcome and included. We ensure equal opportunity for all applicants and employees without regard to race, age, color, religion, sex, sexual orientation, gender identity, national origin, status as a qualified individual with a disability, veteran status, or other legally protected characteristics. HealthEquity is a drug-free workplace. For more information about our EEO policy, or about HealthEquity’s applicant disability accommodation, drug-free-workplace, background check, and E-Verify policies, please visit our Careers page.

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At HealthEquity, our goal is to save and improve lives by empowering healthcare consumers. This shared purpose inspires everything we do, including how we approach hiring. Our process is designed to get to know the real you: your skills, experiences, and potential to make a difference. We value honesty, originality, and the courage to do the right thing, even when it is not the easiest path. Showing up as your authentic self reflects these values and helps us build something truly remarkable together.

As AI is becoming a common tool throughout the application process, we want to be clear about its appropriate use at HealthEquity. Using AI to support resume writing, research, or interview preparation is perfectly acceptable, provided the content is accurate and genuinely represents your qualifications and skills.  For other key parts of our interview process, however, it is important that the ideas, communication, and work you share reflect your own voice, experiences, and thinking. We ask that you participate in our live interviews and complete any assessments without AI assistance unless instructions explicitly indicate otherwise or a specific exception is discussed and approved in advance. This approach ensures fairness, celebrates your individuality, and allows your authentic perspective to shine. Behaviors that do not align with these guidelines may result in disqualification from the hiring process or termination of employment if later discovered. We appreciate your understanding and look forward to learning about the unique contributions only you can bring to HealthEquity.

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