Workforce Planning

Building the future workforce today

With the nature of work changing so fast, transforming your workforce is essential. Forget out-of-the-box software. Our strategy-led, data-driven approach to workforce planning services is tailored to the needs of your organization and puts an emphasis on building capacity. You get workforce solutions you can act on quickly and a straightforward process that keeps planning agile. So both the business and the people who make it run are prepared for the future of work.

What is workforce planning?

Workforce planning aligns the workforce with the needs and priorities of the business to meet organizational objectives. It helps organizations adapt for the future by getting the right people in the right roles at the right time to move the business forward. And the value of our workforce solution is clear to organizations—in both immediate outcomes and future preparedness.

Integrated strategies that align the workforce and the business

Risk mitigation that identifies and diffuses workforce risks much earlier

Data-driven decisions that are informed by enhanced forecasting and analysis

Streamlined processes that drive organizational efficiencies

Continual rightsizing so the organization anticipates and adapts to change

It takes strategic workforce planning to align your workforce to deliver on your business strategy—both now and in the future.

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Planning the future workforce today Transcript

Federal workforce planning

For federal agencies, delivering your mission in a rapidly changing future requires having the right people in the right roles at the right time. Learn how our approach to federal workforce planning is helping agencies build tomorrow’s workforce today.

Why does planning for the future of work matter more than ever?

The talent landscape has been dynamic in recent years. Trends like the impact of an aging workforce and baby boomer retirements, and the many ways that technology has changed the work that people do and how they do it, have been at play across industries. But now we are in difficult and uncharted waters.

In the COVID-19 crisis, organizations are finding themselves in unfamiliar terrain. Those that take a systematic approach to workforce recovery starting now—rightsizing, allocating budgets, and understanding how to fill talent, role, and skills gaps—will emerge stronger and be better positioned for success in the new normal.


Nearly 60 percent of US workers report burnout, up from 45 percent in the early days of the pandemic. Workload is the leading cause.

Source: Eagle Hill Consulting


COVID-19 could cost 47 million jobs in the United States this quarter alone, pushing unemployment to 32 percent.

Source: Forbes


The vast majority (81 percent) of US workers think COVID-19 will have a negative impact on their workplace.

Source: Gallup

What makes our workforce planning approach different?

Made-for-me approaches

Every organization is different. That’s why we co-create workforce solutions with organizations that reflect where they are and what they need—and are flexible as they evolve.

Proven tool for speed and scale

Our Workforce Optimizer Tool models different scenarios quickly to forecast and view potential impacts on workforce capacity in real time.

Designed for action and outcomes

Organizations need action, not theory. We make our planning outputs easy to understand so decision makers can act quickly with confidence.

Bringing it to the people

We help employees understand the process, building their capacity through training and one-on-one support and embedding the process through the organization.

Connected to culture—always

Everything we do in workforce planning is aligned with what the organization values, its culture, and what it strives to achieve for the business and its people.

Workforce planning insights

Our latest research & thinking

Keep your finger on the pulse of the trends impacting your business and your industry with actionable insights and best practices based on our proprietary research.


Getting tired of fighting attrition? Try rethinking internal mobility

Workers are on the move during the Great Resignation—but 54% say they have better job opportunities at their current organization. Find out how your internal mobility programs can improve retention and give your organization a competitive edge.

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Improving internal mobility programs: How to win the talent war through internal recruitment 

Research from Eagle Hill reveals employees believe they have better job opportunities inside their current organizations. But this potential is untapped. Learn practices for improving internal mobility programs and help employees learn, grow—and stay.

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Running on empty: Why burnout at work is surging among government employees—and what to do about it

Burnout at work is surging for government employees. We share three reasons why and four ways to help employers turn down the heat.

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How life sciences companies can reduce employee burnout and turnover

By Jonathan Gove

Life science companies can reduce worker burnout and turnover through fully examining their employee experience.

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Strengthen your onboarding to keep new hires

By Stephanie Mount

As the Great Resignation continues, organizations need to strengthen their onboarding to retain sought-after new hires. Discover three ways you can improve the onboarding experience and set your new hires up for success.

Read more


Worker shortage fuels employee burnout as Great Resignation lingers

Labor shortages are contributing to employee burnout at a time when employers continue to struggle filling positions and retaining talent. Employers must examine their employee experience to understand their pain points and collaborate on solutions.

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Hybrid work models should consider employee burnout

As companies shift to hybrid work, how can they help employees navigate another change—and address work burnout and reentry anxiety? Our new research shows how to alleviate work exhaustion while helping teams feel connected and engaged.

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The employee turnover tsunami is here

Earlier this year, we predicted that many industries could anticipate a tsunami of employee turnover when the pandemic eases. That time is now. New strategies are needed to ride the turnover wave.

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2022: The Great Re‑Evaluation

By Melissa Jezior

In 2021, organizations continued to face extraordinary change and disruption. Business leaders can accelerate this change in 2022 through a Great Re-evaluation. Read about 4 areas that are a starting point to make your team stronger and more resilient.

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The employee turnover tsunami is coming

An employee turnover tsunami is expected once the pandemic ends, where new workforce planning strategies are needed to support revised business models.

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Workforce planning case studies

Unconventional consulting leads to unbelievable results

Here are a few examples of how we provide impact for our clients. From developing workforce strategy to predicting and building future workforce capabilities, our years of creative and strategic experience have helped clients across industries reach their potential.

Federal government: Impact Statement

Enabling future decision-making through capacity planning and workload analytics

We helped a government agency create a transparent resource capacity planning function and advance workforce analytics to inform future decision-making.

Read more

Health & life sciences: Infographic

Empowering a biotech to transform its future workforce

For this global biotech company, hiring top talent is vital to deliver innovative treatments to patients around the world. Our end-to-end workforce planning solution helped diagnose how to build its future workforce, today.

Read more

Health & life sciences: Narrative

Strengthening workforce planning with predictive analytics

A global drug manufacturer was growing rapidly and needed a workforce planning partner that could keep up. We developed a flexible approach that could predict position needs without losing valuable momentum as plans changed.

Read more

Federal government: Interview

Developing competency models and workforce planning

We helped one highly specialized agency prepare their workforce for the future by implementing their forward-looking Human Capital Strategic Plan. Eagle Hill’s Mary Dalrymple, Director of Services and Innovation, explains how.

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Federal government: Narrative

Building a next-generation workforce

A federal agency came to us with a vision for becoming a Best Place to Work with a flexible, innovative workforce. We helped define 5 goals, 20 initiatives, and a detailed operational plan, all reflecting its culture and people.

Read more

Federal government: Impact Statement

Addressing human capital strategy and workforce requirements

We helped one agency create their first-ever 5 year strategic plan to find new ways to attract, retain, and develop a motivated workforce—creating a winning, repeatable process for workforce planning.

Read more

The realities of business are constantly changing. Our capabilities can help you meet today’s challenges while laying the foundation for a sustainable and flexible future.

Organizational design

Designing organizations to thrive

With a human-centered approach to organizational design, we go beyond rearranging the boxes and lines on the org chart so your organization is set up to deliver the outcomes you want.

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Leadership launch

Leadership transition that gets you up to speed and off the ground.

Our leadership transition solution, Leadership Launch, prepares clients to manage the adjustments of a change in leadership so their organizations can soar.

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Team based change

Are your teams driving change?

From our unconventional philosophy to our innovative practices, Eagle Hill brings needed shifts to traditional change management through Team Based Change Management.

Learn more

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