Workforce Planning Senior Manager

<div class="content-intro"><p><strong>About Payoneer</strong></p> <p>Founded in 2005, Payoneer is the global financial platform that removes friction from doing business across borders, with a mission to connect the world’s underserved businesses to a rising global economy. We’re a community with over 2,500 colleagues all over the world, working to serve customers, and partners in over 190 countries and territories.</p> <p>By taking the complexity out of the financial workflows–including everything from global payments and compliance to multi-currency and workforce management, to providing working capital and business intelligence–we give businesses the tools they need to work efficiently worldwide and grow with confidence.</p></div><p>Role summary - We’re looking for a <strong>Workforce Planning Senior Manager</strong> to own our long-term and short-term planning strategy, lead a team of planning analysts, and partner with Finance, Operations, HR, and senior leadership to ensure the organization has the right capacity to meet service level and financial goals.</p> <p>Hybrid <br>Full-time</p> <p>What you’ll do:</p> <ul> <li>Own the long-term and short-term workforce planning strategy across business units, ensuring the organization has the right capacity to meet service level and financial goals.</li> <li>Lead, mentor, and develop a team of planning analysts responsible for producing accurate and actionable workforce and capacity plans.</li> <li>Own the end-to-end planning cycle, including long-range headcount forecasting, short-term staffing and scheduling requirements, and operational budgeting.</li> <li>Drive staffing plans – hiring, ramp, attrition, and shrinkage assumptions – and translate them into clear recruitment and capacity recommendations.</li> <li>Partner with Finance, Operations, HR, and senior leadership to align resource planning with business targets, headcount budgets, and financial constraints.</li> <li>Oversee the development and maintenance of forecasting and staffing models based on volume trends, productivity metrics, and service level goals.</li> <li>Lead scenario-based and “what-if” planning to guide leadership decisions on capacity, cost, and service trade-offs.</li> <li>Recommend strategic adjustments based on utilization patterns, efficiency trends, and budget insights.</li> <li>Set the standard for planning methodology, governance, and cadence, and continuously improve reporting tools and analytics infrastructure.</li> <li>Communicate plans, risks, and assumptions to senior stakeholders and act as the primary point of contact for workforce planning.</li> </ul> <p><strong>Who you are</strong><strong> – </strong>You bring strong business a