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Legora is an AI-native legal workspace used by 2,100+ customers across 80+ countries, including major law firms like Cleary Gottlieb, Goodwin, and Linklaters. The company has scaled to $200M+ ARR with teams across Europe, North America, and APAC.
You will join the FP&A team as Senior Manager, Workforce Planning & Analytics, owning the planning, forecasting, and financial governance of Legora's largest cost base: people. Personnel costs represent the majority of operating spend, and this role brings the same rigor to headcount planning that the company applies to revenue and cash.
Key responsibilities include:
- Building and running the companywide workforce plan, translating hiring decisions into financial impact
- Forecasting total personnel cost (salary, bonus, commissions, taxes, benefits, equity) with monthly variance analysis
- Owning headcount governance to ensure new requisitions and role changes align with the approved financial plan
- Maintaining the financial source of truth for headcount and personnel cost across Finance, People, and Talent Acquisition
- Partnering with business leaders to evaluate workforce investment decisions and organizational efficiency
- Working with Talent Acquisition on hiring capacity, timing, and sequencing
- Building financial views of organizational efficiency (revenue per employee, personnel cost ratios, management leverage)
- Owning position management across Ashby (ATS), HRIS, and financial planning systems
- Creating models, dashboards, and controls to improve forecast accuracy
- Developing workforce reporting for management, Board, investor, and audit materials
You will sit within FP&A and partner closely with business leaders, People, and Talent Acquisition. This is a high-visibility role at the intersection of financial planning and operating execution.
The role is based in Legora's Union Square office in New York City, designed for ambitious builders with company-provided lunch daily.
REQUIREMENTS:
- 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 (spans and layers, attrition and replacement modelling, ramp, cost per hire, functional headcount ratios)
- Hands-on experience owning a hiring plan and personnel cost forecast, including re-forecasting through the year
- Strong modelling skills with ability to build clean, flexible, decision-ready plans
- Practical experience working across ATS and HRIS data, ideally including position management
- Proven ability to build strong relationships with People, Talent, and functional leadership while maintaining governance
- Excellent analytical and problem-solving skills
- Builder mindset, comfortable working through ambiguity and implementing scalable improvements
- Strong execution skills and ability to manage competing priorities during planning cycles and month-end close
- Clear, concise communication skills to translate numbers into narrative for non-finance stakeholders
- Comfort with finance and people systems (Ashby, HiBob, Workday, ERP, planning/BI tools) is a plus
