In an era where business landscapes shift with the velocity of technological advancements and market dynamics, workforce planning emerges as a critical lever for sustained success. Yet, as Gartner’s research indicates, a staggering 66% of HR leaders limit their workforce planning to headcount management, missing the broader picture.

To explore how workforce planning can transcend these limitations and align more meaningfully with business objectives, People Matters spoke with Nirit Peled-Muntz, Chief People Officer at HiBob. Known for her forward-thinking approach, Nirit shared her insights on driving organizational agility, fostering innovation, and achieving sustainable growth through integrated workforce strategies.

"Every company understands how crucial return on investment is," Nirit pointed out, "but how many view return on talent the same way?"

Employees represent not just an organization’s largest expense but its greatest asset. As companies navigate economic uncertainty, rapid technological disruptions, and evolving work models, workforce planning needs to emphasize both productivity and value creation. This means placing the right talent in the right roles, ensuring they are supported and given opportunities to succeed.

“For us at HiBob, workforce planning is much more than just filling roles—it’s about aligning talent strategies with our broader business objectives. Whether it’s recruitment, career development, or leadership training, every decision is informed by our strategic direction,” Nirit explained.

Bridging Workforce Planning and Business Objectives

At the core of effective workforce planning is a delicate balance between organizational goals and market realities. Nirit emphasized the importance of constant recalibration:

“We look at market trends, industry news, and shifts in customer needs on an ongoing basis. Access to real-time people data allows us to adapt quickly, keeping senior leaders informed while ensuring alignment with our long-term vision.”

This adaptability has proven invaluable during times of disruption, such as the pandemic. HiBob’s workforce planning already embraced digital tools and flexible work practices, enabling the organization to pivot seamlessly when remote work became the norm.

Nirit also highlighted succession planning as a key component of their strategy:

“We identify high-potential talent through rigorous assessments and align their development with the skills and experiences needed to support our business objectives. Succession planning ensures we’re cultivating leaders who not only fill roles but deeply understand our vision.”

Collaboration Across Business Units

Successful workforce planning requires seamless collaboration between HR, finance, and other business units. Yet, achieving this alignment can be challenging without the right tools and culture.

“The key is data, communication, and transparency,” said Nirit. She detailed two critical elements:

• Data Accessibility:

Workforce planning data—such as headcount needs, skill gaps, and hiring costs—must be centralized and accessible. HiBob’s system empowers leaders by providing real-time access to people data, enabling informed decisions.

• Open Communication:

Regular check-ins between business leaders foster a culture of transparency. “Leadership needs to create an environment where heads of departments can communicate their needs and challenges. This ensures workforce planning is not just an HR exercise but a shared responsibility across the organization,” Nirit explained.

Building Leadership Pipelines

Leadership development and succession planning are pivotal for aligning workforce planning with long-term business goals.

“At HiBob, leadership is the backbone of our people strategy,” Nirit stated. “We balance a 'build or buy' approach—developing internal talent while also bringing in external expertise as needed.”

Investments in leadership development include:

• Comprehensive Training Programs tailored to the company’s strategic direction.
• Leadership Communities to foster alignment and a shared vision.
• Personal Coaching and Mentorship to guide individual growth.

“This ensures we have leaders ready to drive future growth while maintaining a deep understanding of our business nuances,” Nirit added.

Workforce Planning for Agility

In unpredictable environments, workforce planning must prioritize organizational agility.

HiBob adopts a proactive approach:

“We consider factors like market needs, business objectives, geographical growth, and potential skill gaps in our planning. Regular reviews keep us aligned with changing priorities,” Nirit shared.

This strategy has enabled HiBob to maintain resilience amidst change. For instance, during financial strain, the company focuses on redeploying or retraining talent rather than resorting to layoffs.

“Layoffs can hurt your long-term potential,” Nirit cautioned. “By integrating HR into leadership from the start, we align workforce planning with immediate and future needs, ensuring we don’t lose sight of our goals.”

Fostering Innovation Through Workforce Planning

Innovation drives growth, and workforce planning must support this agenda by embedding emerging skill sets into talent strategies. HiBob’s approach includes democratizing learning and fostering a culture of continuous improvement.

“Our value, ‘we grow through what we go through,’ reflects our commitment to learning,” Nirit explained.

HiBob’s initiatives include:

• Bob-Ed Platform: Offering online courses tailored to employee needs.
• In-Person Workshops and Training: Addressing specific skill gaps and promoting internal job mobility.
• AI Day: Immersing teams in the latest trends and technologies to fuel innovation.
• By empowering employees with these tools, HiBob ensures its workforce stays ahead of the curve.

Balancing Short-Term and Long-Term Goals

Navigating economic challenges often requires tough decisions. However, Nirit stressed the importance of aligning cost-saving measures with strategic objectives.

“Data plays a significant role here,” she noted. “Knowing who your key people are—those with critical skills or knowledge—helps make informed decisions. It’s not about quick fixes but ensuring the right talent is in place for the future.”

HiBob’s strategic hiring approach considers cost, location, and seniority, ensuring sustainable growth without overstaffing.

Linking workforce planning to business objectives is no longer optional—it’s essential for navigating today’s complex business environment. HiBob’s success lies in its ability to adapt quickly, foster collaboration, and invest in its people, ensuring alignment with both immediate needs and long-term goals.

As Nirit eloquently summed up:

“Employees are an organization’s deepest source of value. By aligning workforce planning with business objectives, companies can unlock their full potential and achieve not just ROI, but ROT—Return on Talent.”