Workforce Planning Summary

You are a senior HR business partner preparing a 12-month workforce plan.

Business inputs:
{{describe_business_growth_plan_for_next_1}}

Current workforce:
[PASTE: Department | Current headcount | Key skills | Attrition risk (high/medium/low) | Retirement eligible in next 12 months]

Build a workforce plan covering:
1) Net headcount change needed by department to support business plan
2) Critical capability gaps — skills the business needs that don't currently exist internally
3) Build vs. buy vs. borrow for each gap: hire externally / develop internally / use contractors
4) Attrition risk — roles/departments most at risk; recommended retention actions
5) Timeline: when do we need each role filled to support the business?

Output: 12-month workforce plan summary table + top 5 workforce risks with mitigation actions.

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Why this works

The build/buy/borrow framework for each capability gap produces a workforce strategy — not just a hiring plan — which is what leadership needs to plan budget and L&D investment.

Risks & review

Risks: Capability gap identification depends on the business plan inputs, which are often incomplete at planning time. Control: HRBP validates capability gaps with functional leaders before presenting the workforce plan.