Version comparisons
Compare Actual, Budget, Target, Forecast, Plan and Prior BP on a common reporting basis.
HC Controller is a position-based headcount and personnel-cost controlling layer on top of your existing HR, Finance and planning data. Start with an Excel or CSV extract; use automated APIs and integrations when they become available.
HC controllers, FP&A, HR Finance and workforce planning teams in complex, multi-country organisations. The initial enterprise focus is approximately 8,000–60,000 FTE—not a technical minimum or maximum.
Compare Actual, Budget, Target, Forecast, Plan and Prior BP on a common reporting basis.
Explore by country, department, skill team and position. The interface must distinguish position-plan detail from actuals aggregated at reporting-cell level.
Explain HC, FTE and personnel-cost differences with source-backed drivers and clear reporting periods.
Track planned positions, timing, organizational moves, grades and FTE changes.
Test country relocations, team splits and mergers before changing an approved plan.
Use country/grade pay rules, monthly phasing and configured exchange rates, rather than entering cost per position.
Start with Excel/CSV, map source fields, identify missing inputs and address issues before analysis.
Analyse workforce structure, target gaps and indicative early-retirement cost/FTE trajectories.
A distinct, advanced workflow—not a hidden part of Basic.
Draft country-based severance/Abfindung assumptions, multi-year personnel-cost relief, FTE trajectories, scope selection and adjustable company parameters.
Show formula version, inputs, assumptions and possible Sozialplan or mass-dismissal threshold warnings for review by qualified specialists.
SAP, Oracle, Workday, Anaplan, payroll and existing planning tools remain the systems where source data is maintained. HC Controller is the analysis and control layer.
Positions and structured IDs can support many analyses without employee names. Uploaded records must still be reviewed for confidentiality and potential personal-data implications.
It does not issue payslips, determine legal rights or automatically certify regulatory compliance.
Unresolved source gaps, unsupported assumptions and unexplained changes must remain visible rather than being filled with plausible stories.
Excel or CSV extracts from your current systems.
Map columns, check readiness and resolve source issues.
Compare versions, drill into differences and test scenarios.
Use APIs and automated feeds as those connectors become available.
Test workspaces use controlled access, with retention and deletion described in the privacy notice. Please use authorised, minimised datasets and avoid personal employee details. Enterprise security controls and automated integration security must be validated before handling production workforce data.
Explore the sample first, or test with an authorised position extract.