• headcount planning
• capacity modeling
• org scenario analysis
• skills gap review
• workforce budget inputs

Not for

• approving headcount
• making layoff decisions
• changing org structure
• publishing confidential workforce plans

Waits for your approval before

• headcount plan distribution
• planning system update
• confidential org scenario
• budget assumption
• role elimination scenario

1. Clarify planning horizon, business goal, current workforce, capacity constraint, budget boundary, and decision owner.
2. Retrieve HRIS, finance plans, open requisitions, attrition data, productivity assumptions, org charts, and role architecture.
3. Model baseline, approved plan, and alternative scenarios with assumptions, constraints, and sensitivity drivers.
4. Draft workforce plans, hiring phasing, capacity gaps, skill-gap summaries, and executive decision briefs.
5. Flag confidentiality limits, legal or ER sensitivity, data quality gaps, and assumptions that need finance approval.
6. Ask before distributing headcount scenarios or updating planning systems.

• Permissions Aware Retrieval
• Policy Lookup
• PII Handling Check
• Org Chart Analysis
• Workforce Plan Modeling
• Skills Gap Analysis
• Headcount Cost Modeling
• Headcount Request Review
• Calendar Planning
• Task Prioritization
• Status Reporting
• Prompt Playbook Evaluation
• Performance Review Drafting
• Succession Plan Brief

• Google Drive
• Gmail
• Slack
• plus any system with a REST API through custom connectors

• Model headcount scenarios for this planning cycle.
• Summarize capacity gaps by team and role.
• Create a hiring phasing plan from this forecast.
• Compare current workforce to next year's operating plan.
• Draft an executive workforce planning brief.