HR & Workforce Planning
When the CFO asks what the current headcount is, the answer should take seconds, not a reconciliation between HR’s number, Finance’s number and every manager’s number. We build workforce planning on Pigment from one agreed number, connected live to your HRIS and ATS, and run by your HR and Finance teams together.
Most organisations answer ‘what’s our headcount?’ with a reconciliation, because the HRIS records employee data well but doesn’t manage the decisions around it: hires, leavers, backfills and moves. We build headcount management as one live environment, connected to the HRIS and ATS, so a restructure can be designed and priced before it’s committed.
Compensation planning has to satisfy three things at once: market competitiveness, internal fairness and budget. Most tools handle one or two at a time, which is usually why the third gets discovered late. We model all three together, so a merit cycle or bonus change is priced for cost and talent impact before it ships.
A budget tells you what you can hire this year. It doesn’t tell you whether your workforce will have the skills your business needs in three. We build strategic workforce planning as a longer-horizon view, connected to the same headcount and cost data, so supply and demand can be planned years out rather than discovered as a gap.
People metrics like attrition tell a story, but only a financial one turns it into a decision. We connect workforce analytics to the same cost model as the rest of the plan, so a CPO or CFO business case sits on one number rather than two separate narratives.
We start with the number that causes the most friction, usually one agreed headcount across HR and Finance, and build outward from there into the continuous forecast and strategic plan. Your teams run it themselves once the knowledge is handed over. For NoBlue2 customers already on NetSuite, Pigment connects directly for scheduled actuals and consolidated headcount reporting, giving HR and Finance one route from ERP to workforce plan.
| “When you have an EPM system that’s not trusted by the organization, then there is low engagement, which means low quality inputs, and low quality outputs. With Pigment, we managed to gain trust pretty fast, because data is readily available, it’s user friendly, and you see the results fast. We have 800 metrics already in our model, which will continue to grow” | “With Pigment, we’ve already seen significant improvements. Tasks that used to take days are now completed in minutes. This has boosted morale within the team, as they feel they now have tools that allow them to showcase their capabilities” |
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