Workforce Planning & Analysis Manager

Overview

Mammoth Brands (formerly Harry’s Inc.) is the modern CPG company behind brands Harry’s, Flamingo, Lume, Mando, and Coterie. We’re building a new model—and home—brands, founders, and talent looking to solve unmet needs, improve peoples’ lives, and ultimately challenge the status quo. Our mission is to “Create Things People Like More.” Everything we do should be better than what already exists. If it’s not, we don’t do it.

This guides everything we do, from developing the best product experiences, to making Mammoth Brands a great place to work, to exploring innovative ways to give back to our community.

We got our start in 2013 when our co-founders created Harry's. They built the brand differently—online first, prioritizing direct relationships with customers—and in the process learned they’d created something bigger: a playbook and platform that could help other brands grow and scale to their full potential, and a vision to reimagine consumer packaged goods. Today, Mammoth Brands is a growing portfolio of brands and the largest CPG company built in the last 20 years.

Even as we grow, we take extra care to maintain the small, scrappy, entrepreneurial culture that helped to get us where we are today: to create a company that people like more, that better serves its customers, employees, and community. As a company, we’re also committed to making a positive impact and have donated over $20 million through our network of nonprofit partners to date.

About The Team

The People Planning, Analytics, & Systems team, a core part of People Operations at Mammoth Brands, drives the backbone of our employee infrastructure by providing accurate workforce forecasts, clear reporting, and systems administration for our People team. We empower both the people team and leadership to make data-driven people decisions and implement them seamlessly.

About The Role

We’re seeking a high-performing, analytical, and collaborative individual to join our People Planning, Analytics, & Systems team. This role serves as a subset of our People Operations team, focusing on forward thinking, inclusive, and intentional programs to enable Harry’s and its people to grow and scale. In close partnership with the Finance team, People Business Partners, and leadership, you'll forecast and report on workforce financial performance across both the short and long term.

This includes leading annual and long term forecasts, analyzing and synthesizing actuals, and continuously improving our workforce planning process.

What You Will Accomplish

Help drive the People strategy forward as the dedicated workforce planning manager. Your responsibilities will include:

• Own forecasting our global corporate workforce costs
• Partner with People team centers of excellence to determine reasonable assumptions for forecast models
• Reconcile current workforce data to inform ongoing run rate
• Partner directly with the business to project future hiring needs and timelines
• Partner closely with accounting and treasury to translate projected costs into cash flow models and accounting accruals
• Project manage global enterprise-wide workforce planning cycles 3+ times per year including thorough project management, thoughtful communications, and exceptional attention to detail
• Own reporting and analysis of workforce actuals
• Leverage deep understanding of our payroll structure to analyze monthly actuals, variance to plan, and key takeaways
• Compare detailed reports from multiple systems (SAP Analytics Cloud, UKG Pro, Greenhouse) to develop a narrative on workforce performance
• Communicate clearly to both leaders, SMEs, and financial partners not only clear take-aways but also available actions
• Own cross-functional effort to embed workforce planning into strategic decision making across the people team and enterprise
• Model possible future people strategy implications to the workforce plan
• Flag downstream impacts of financial shifts, strategic changes, and headcount fluctuations to relevant cross-functional stakeholders
• Analyze longitudinal data to determine long-term workforce trends
• Source and embed relevant market benchmarks in our workforce analysis and go-forward strategy
• Work on…