Description

A focused course, tailored for you

The Executive Leader's Course on Aligning Workforce Strategy When the FY planning cycle looms

Turn fragmented people data into a single, actionable plan that secures budget approval and accelerates talent initiatives.

Stop rebuilding the headcount spreadsheet every month while budget approvals slip through the cracks.

$199 one-time

Tailored to your situation. Access within 24 hours. 30-day money-back.

Includes a hand-built implementation playbook delivered alongside course access, generated for your specific situation.

Why this course

Your HR team spends weeks stitching together spreadsheets from Workday, payroll, and talent reviews just to answer the CFO’s quarterly headcount request. The process is manual, data mismatches slip through, and leadership questions the reliability of every number you present. When the FY planning deadline arrives, you scramble to produce a coherent narrative, risking budget cuts and delayed hiring.

Meanwhile, the talent acquisition squad lacks visibility into which roles truly drive revenue, leading to generic recruiting drives that waste recruiter time and inflate cost per hire. The lack of a unified workforce strategy forces you to justify each hire with ad-hoc analyses, while competitors with integrated dashboards secure top talent faster. The stakes are a missed opportunity to influence strategic decisions and a potential reduction in your people budget if the next review exposes these inefficiencies.

What you walk away with

A consolidated workforce strategy deck that aligns headcount with revenue goals.
A live Workday-based talent analytics dashboard ready for executive briefings.
A repeatable headcount request process that cuts preparation time by 70%.
A stakeholder-approved hiring prioritization matrix.
A documented governance framework for ongoing workforce data integrity.

The 12 modules

Module 1. Building the Workforce Strategy Deck

75% of firms still present headcount proposals as static slides, missing the chance to show real-time impact. In the upcoming FY planning meeting, senior leadership will demand a clear link between each role and projected revenue. This module walks through extracting the right Workday fields, enriching them with finance forecasts, and shaping a concise deck. The deliverable is a polished strategy deck that tells a data-driven story. Output: a ready-to-present deck.

Module 2. Designing the Talent Analytics Dashboard

On Tuesday’s talent review, you’ll sit beside the CFO as she asks for a live view of hiring pipeline health. By mapping Workday HCM data to a visual dashboard, you can surface bottlenecks and high-impact roles in minutes. The module guides you through configuring the dashboard, selecting key KPIs, and setting automated refreshes. The deliverable is a live dashboard that updates automatically. What you ship from this module: a dashboard.

Module 3. Creating the Hiring Prioritization Matrix

When the VP of Sales asks, "Which open roles will move the needle this quarter?", you need a clear answer. This module teaches you to build a matrix that scores each vacancy against revenue contribution, skill scarcity, and time-to-fill. You’ll apply the matrix to a real set of open positions and generate a prioritized list. The deliverable is a prioritization matrix that convinces stakeholders of your hiring plan. Output: a matrix.

Module 4. Establishing Data Governance for Workforce Metrics

By module end a governance charter sits in your drive, outlining ownership, data quality rules, and refresh cadence for all people metrics. In the next quarterly audit, the auditor will ask how you ensure data integrity across HR systems. This module defines roles, sets validation checks, and documents the process in a concise charter. The deliverable is a governance charter that guarantees metric reliability. Sitting at the end of this module: a charter.

Module 5. Mapping Headcount to Revenue Forecasts

Finance teams often receive headcount requests without a clear link to revenue projections, causing friction. During the upcoming budget review, you’ll need to demonstrate how each role supports the forecasted top line. This module shows how to align Workday headcount fields with finance forecast models, producing a transparent mapping report. The deliverable is a headcount-to-revenue mapping report ready for the finance committee. Output: a mapping report.

Module 6. Automating the Quarterly Headcount Request

Every quarter you spend days assembling the same data set for the CFO’s headcount request. The fastest path from a messy spreadsheet dump to a clean, repeatable request is a workflow automation that pulls, cleans, and formats the data automatically. This module walks you through building the automation in Workday Studio and testing it with a sample request. The deliverable is an automated headcount request workflow that saves dozens of hours. What you ship from this module: an automated workflow.

Module 7. Developing the Stakeholder Communication Pack

The CFO’s office expects a concise one-pager that explains the talent plan, risk factors, and budget impact. In the next leadership round-table, you’ll need to present that pack with confidence. This module guides you in crafting a communication pack that blends the strategy deck, dashboard snapshots, and risk register into a single, executive-ready document. The deliverable is a stakeholder communication pack ready for distribution. Output: a communication pack.

Module 8. Building the Workforce Risk Register

A recent internal audit flagged gaps in succession planning and skill-critical roles. The register you create will capture each risk, its impact, mitigation steps, and owners. In the upcoming risk committee meeting, you’ll present this register to demonstrate proactive talent risk management. The module walks through populating the register with real-world examples and linking it to your dashboard. The deliverable is a populated risk register. Output: a risk register.

Module 9. Integrating Learning and Development Metrics

When the CHRO asks, "How are we developing our critical talent?", you need hard data. This module shows how to pull L&D completion rates, skill growth scores, and associate them with high-impact roles in Workday. You’ll create a supplemental report that ties development outcomes to business goals. The deliverable is an L&D impact report that validates your talent investments. What you ship from this module: an impact report.

Module 10. Creating the Executive Scorecard

The board will review a quarterly scorecard that reflects people strategy health. By module end an executive scorecard sits in your drive, summarizing headcount, hiring velocity, talent risk, and development impact in four concise visuals. This module guides you in selecting the right metrics, designing the visuals, and aligning them with board expectations. The deliverable is an executive scorecard ready for the next board pack. Output: a scorecard.

Module 11. Running the FY Planning Simulation

Stakeholders often ask, "What happens if we cut 10% of the budget?". This module provides a simulation model that lets you instantly see the impact of budget adjustments on headcount, hiring timelines, and revenue forecasts. You’ll run a scenario with your own data and prepare a briefing for the CFO. The deliverable is a scenario simulation workbook that supports rapid decision-making. Sitting at the end of this module: a simulation workbook.

Module 12. Establishing Ongoing Cadence and Review Process

The CFO expects a monthly update on workforce strategy, not a once-a-year sprint. This module defines a repeatable cadence, meeting agenda, and KPI refresh schedule that keeps leadership informed and aligned. You’ll produce a review template and a calendar of recurring checkpoints. The deliverable is a cadence plan with templates for monthly updates. Output: a cadence plan.

How this addresses your situation

Specific modules that map to what you said you are dealing with.

Module 1 covers Building the Workforce Strategy Deck , exactly the deck you need when the FY planning meeting asks for a clear headcount-to-revenue story.

Module 4 covers Establishing Data Governance for Workforce Metrics , the governance charter you lack when auditors request proof of metric integrity.

Module 7 covers Developing the Stakeholder Communication Pack , the one-pager that solves the CFO’s request for a concise talent plan during quarterly reviews.

What you get with this course

A polished workforce strategy deck template.
A live talent analytics dashboard configuration guide.
A hiring prioritization matrix with scoring rubric.
A data governance charter for people metrics.
A headcount-to-revenue mapping report.
An automated headcount request workflow script.
A stakeholder communication one-pager pack.
A populated workforce risk register.
An L&D impact report template.
An executive scorecard with four visual KPI cards.
A budget-impact simulation workbook.
A monthly cadence and review template.

What you will have in hand by Day 1, Week 1, Month 1

Day 1: tailored playbook and a pre-populated workforce strategy deck template in hand.

Week 1: live talent analytics dashboard and first version of the hiring prioritization matrix delivered.

Month 1: recurring monthly cadence established with executive scorecard and governance charter fully operational.

Before and after

Before

Currently you juggle multiple Excel files, one for headcount, another for revenue forecasts, and a third for talent risk, none of which talk to each other. When the CFO asks for a consolidated view, you spend days reconciling mismatched IDs, and the audit team flags missing documentation. The lack of a single source of truth forces you to redo work each quarter and leaves leadership questioning the reliability of your people data.

After

After the course, a single, integrated dashboard feeds a refreshed strategy deck, risk register, and executive scorecard. Monthly cadence meetings run on a shared template, and the automated headcount request workflow delivers clean data to finance in minutes. Leadership now sees a clear, data-driven link between talent and revenue, and you can defend budget decisions with confidence.

What happens if you do not address this

If you postpone this work, the next FY planning cycle will arrive with the same fragmented data, forcing you to present incomplete numbers. The CFO will likely trim the people budget, and the upcoming audit will flag missing governance, putting your strategic influence at risk.

Who it is for

Christina is an executive leader who oversees people strategy, talent planning, and HR operations at a mid-size firm. She balances board-level priorities with day-to-day workforce analytics, frequently pulling data from Workday, finance, and line-manager inputs to shape quarterly and annual plans.

Who this is NOT for. This is not for someone who needs a basic introduction to Workday navigation rather than a strategic operating method.

How it arrives

Within 24 hours of purchase your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it. The playbook is hand-built around your specific situation, not LLM-generated boilerplate.

Time investment. 6 hours of focused work spread over a week, saving an estimated 30-40 hours of internal data-wrangling.

Why $199 is the right number

A half-day consultant would charge $2,500 to map your headcount to revenue, a generic HR analytics certification runs $1,200, and building this yourself could consume 60+ hours of work. At $199 you get a complete, repeatable system that delivers faster ROI.

FAQ

Do I need prior Workday expertise to use the course?

The modules assume basic navigation skills; all technical steps are guided with screenshots and templates.

Can the artefacts be customized for my company’s terminology?

Each template includes placeholder fields that you replace with your organization’s specific labels.

Will this help me secure a larger people budget in the next FY cycle?

The deliverables are designed to demonstrate ROI, making a strong case for budget growth.

Is there support if I get stuck on a module?

A dedicated help channel is available for the 30-day access period to answer any implementation questions.

30-day money-back guarantee. If after a week of working through the materials this is not what you needed, reply to the receipt email and a full refund is processed. No questions, no forms.

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.