Headcount plans often start from last year's org chart and fail when demand moves. This workforce plan starts from the drivers of work, converts them into roles and skills, and then shows the gaps, the actions that close them and what each action costs. It is organized in eight pages, from business drivers and current staff through future need, gaps, actions and cost, so HR and finance review the same numbers.

The sample is for the fictional Junipera Foods, with 2,860 people today, 14% attrition, net growth of 785 roles to FY2029 and a $1,125k cost for FY2027 including contingency. Replace the headcount, drivers, skills ratings and costs with your own figures, and check any consultation or rota change with legal advice before it is shared.