Six connected packages · one calculation foundation

From headcount control to Business Plans, ESG and restructuring.

See the full scope of HC Controller without decoding a feature matrix. Each package explains the decisions it supports, its main capabilities and the data it needs. Each package uses the same technical foundation; the commercial bundle can reflect the buyer’s actual use case.

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The entire platform at a glance

Workforce Control & Personnel Cost

Actual · Budget · Target · Forecast · positions · FTE · personnel cost

See what it does 02

Workforce Planning & Business Plan

5 plan years · hiring timing · team submissions · cost phasing

See what it does 03

Advanced Scenarios & Organisation Design

Country moves · team splits · grade mix · multi-year cost

See what it does 04

ESG Reporting & Workforce Sustainability

Workforce demographics · turnover · pay gap · reporting evidence

See what it does 05

Restructuring, Retirement & Separation

Severance scenarios · retirement pathways · legal threshold warnings

See what it does 06

Enterprise Data Integrations

SAP · Oracle · Workday · scheduled feeds · source mapping

See what it does

01 / Foundational platform

Workforce Control & Personnel Cost

Understand what you have, why you differ from plan, and what positions will cost.

Required foundation

Actual · Budget · Target · Forecast · positions · FTE · personnel cost

Start with your existing HR and Finance extracts. Reconcile the reporting view, control positions and explain the variance.

What you can do

Excel/CSV onboarding with readiness and data-quality checks
Actual, Budget, Target, Forecast, Plan and Prior BP comparisons
Headcount, FTE, position ledger and authorisation/target context
Variance analysis and source-limited drill-down
Country/grade pay rules, FX and personnel-cost calculations
Basic position-level what-if scenarios and change timing
Workforce structure and structural gaps versus management targets
Workforce structure and authorised positions by country, team, grade and employee type
Planned position exits by effective month, without individual retirement-eligibility assessments
Leave and absence: maternity, parental leave and sabbatical counted as legal head count, active FTE and financial FTE; long-term sick leave as an indicator only
External workers (agency, contractor, managed service) from a file or a short wizard, with an equivalent grade and amount, and cover netted off so one person's work is counted once

Example decision

Explain a +22-headcount difference, trace the source and quantify the position-cost effect.

Data and privacy

Position IDs, organisation, FTE, effective dates and controlled cost assumptions. Employee names are not required for core planning; linkable position records can still be personal data. Leave type and dates are restricted attributes shown only as counts; long-term sick leave is never loaded from a source system.

Headcount Controllers · FP&A · FinanceCore calculations, imports and comparison views exist in the test environment. Actual-position details depend on imported source granularity.

02 / Planning add-on

Workforce Planning & Business Plan

Build, challenge and consolidate a five-year Business Plan from position-level proposals.

5 plan years · hiring timing · team submissions · cost phasing

Connect hiring dates, FTE and position submissions to the Forecast, targets and five-year Business Plan.

What you can do

Multi-year headcount, FTE and personnel-cost plan
Position effective dates, changes and future-year phasing
Skill-team proposals and decentralised submissions
Planning cycles, deadlines, extensions and review status
Comparison with prior BP and management targets
Scenario results kept distinct from approved plan versions

Example decision

Delay 30 hires from April to October and show the annual FTE and cost difference across the BP.

Data and privacy

Position plans and timing inputs; salary assumptions remain Finance-controlled, not exposed to every team contributor.

FP&A · Workforce Planning · Skill Team LeadsPlanning workspace and sample calculations exist. Automated approvals and reminder delivery need end-to-end enterprise verification.

Planned: Automated approval routing and reminder delivery—requires end-to-end enterprise workflow verification

03 / Decision add-on

Advanced Scenarios & Organisation Design

Quantify major workforce decisions before they change approved targets.

Country moves · team splits · grade mix · multi-year cost

Use the same governed position and cost assumptions to compare organisation, timing and location alternatives.

What you can do

Country-to-country position and skill moves
Skill-team and organisation split/merger analysis
Alternative hiring dates, grades, FTE and position counts
Multi-year headcount, FTE and cost comparisons
Baseline preservation and scenario-to-plan separation

Example decision

Compare moving 100 roles from the United States to Poland, with Group HC conservation and annual cost effects.

Data and privacy

Position/grade/location assumptions can drive initial scenarios; identities are not intrinsically required.

Strategy · Finance · Workforce PlanningScenario tools and underlying calculation methods are available in the current test environment. Full scenario workflows still require business acceptance.

04 / Dedicated ESG module · evaluation

ESG Reporting & Workforce Sustainability

Prepare traceable workforce ESG indicators and manage reporting evidence without a parallel workforce model.

Workforce demographics · turnover · pay gap · reporting evidence

A clearly separate ESG product using governed workforce totals when sufficient and privacy-controlled employee-level inputs only when justified. It also supports evidence review and framework-specific reporting preparation.

What you can do

Workforce ESG indicators: headcount, gender/age groups, employee types and turnover when valid inputs are available
Pay-gap and remuneration indicators from separately authorised, restricted inputs and approved definitions
Workforce and supplier-workforce data coverage and evidence gap tracking
LkSG / due-diligence evidence records, reviewer status and provenance
Framework-specific indicator mapping and reporting-period/perimeter controls, subject to validation
Aggregation and disclosure-suppression controls for small or potentially identifiable reporting groups (planned privacy requirement)
Evidence review trails without automated claims of legal compliance

Example decision

Reconcile employee totals, calculate approved demographic and remuneration indicators, and show missing evidence for review.

Data and privacy

Some measures need age, gender or remuneration inputs that can identify individuals. Accept approved aggregates where sufficient; otherwise use purpose-limited, access-restricted processing and privacy-reviewed exports.

Sustainability · HR Reporting · Finance · ComplianceAn ESG / LkSG example workbench exists; sample KPIs do not establish validated demographic calculations, pay-equity processing or compliant exports.

REQUIRES QUALIFIED PRIVACY AND LEGAL REVIEW before ingesting employee-level demographic/remuneration data or making statutory disclosures. No automated compliance determination.

05 / Specialist add-on · legal review

Restructuring, Retirement & Separation

Assess workforce reductions, potential separation costs and future-year HC/FTE relief.

Severance scenarios · retirement pathways · legal threshold warnings

Quantify potential position/FTE impact, early-retirement trajectories and illustrative severance assumptions.

What you can do

Indicative country-specific severance / Abfindung calculations
Company-adjustable formula parameters, inputs and effective dates
Mass-dismissal / Sozialplan threshold indicators, not determinations
One-time cost versus multi-year workforce cost and FTE relief
Traceable formula versions for review by qualified specialists
Individual early-retirement eligibility inventory only with authorised data and qualified review
Partial retirement (ATZ) phases: active FTE against payroll FTE, the release phase and the employer top-up

Example decision

Model the cost and annual FTE effect of a separation programme, with legal review of country-specific inputs.

Data and privacy

Age, service length or eligibility information may be personal data; individual retirement/severance records require protected access and specific legal review.

Finance · HR Strategy · Restructuring Teams · CounselReference formula tests and example screens exist; no legal conclusion, entitlement or statutory compliance is certified.

REQUIRES QUALIFIED LEGAL REVIEW of every applicable formula, threshold and intended real-world use.

06 / Planned enterprise extension

Enterprise Data Integrations

Move from periodic file imports to repeatable, monitored system-to-system updates.

SAP · Oracle · Workday · scheduled feeds · source mapping

Build governed, recurring ingestion from selected source systems without replacing them.

What you can do

One connector per platform, pulling on demand into the same intake columns and checks as the Excel template
Personio connector: employees and approved leave, read-only, credentials stored encrypted (built from the published API, not yet verified on a live account)
Scoping of an agreed SAP, Oracle, Workday, PeopleSoft or planning-system connector
Approved mappings, refresh schedules and source lineage
Integration credentials, access controls, monitoring and error handling
Customer-specific security and operational acceptance tests

Example decision

Automate an approved monthly HR/Finance export after the import contract, access scopes and reconciliation have passed testing.

Data and privacy

Connector credentials and data scopes require explicit system authorisation; integration does not justify collecting additional employee information.

IT · HRIS · Finance Systems · Data OperationsExcel/CSV upload is the verified first operating route. A Personio connector is built and tested against a simulated Personio only. Direct vendor APIs are not claimed as connected.

Planned: Scheduled SAP, Oracle, Workday, PeopleSoft and other authorised vendor API connections—scoped and verified per connector; Personio connector verified on a live account

Integration is separately scoped and cannot be sold as live until a connector is implemented, authorised and validated.

Compare capabilities

What belongs where?

The package descriptions above explain the outcomes. Use this table for detailed scope comparison. Core provides the shared workforce model; specialist data such as age, gender, remuneration or separation eligibility is not required to use Core.

Swipe or scroll horizontally to compare all modules

Capability	Core	Planning	Advanced scenarios	ESG & due diligence	Restructuring	Integrations
Excel/CSV file upload and readiness validationReusable source mappings and data-quality flags	Included	—	—	—	—	—
Actual / Budget / Target / Forecast / Prior BPConsistent periods, definitions and reporting perimeters	Included	—	—	—	—	—
Headcount, FTE, position and authorisation ledgerCore population and position model	Included	—	—	—	—	—
Personnel cost rules, pay assumptions and FXEffective-dated finance-owned assumptions	Included	—	—	—	—	—
Variance analysis and source-level drill-downDetail depends on the uploaded source	Included	—	—	—	—	—
Workforce structure versus targetsStructural gaps by defined workforce dimensions	Included	—	—	—	—	—
Workforce structure and approved reporting perimeterCountry, grade, worker type, positions and FTE; not an ESG report	Included	—	—	—	—	—
Planned departures and position exitsEffective-dated workforce movements without individual retirement eligibility	Included	—	—	—	—	—
Basic position and timing scenariosWhat-if planning without changing approved targets	Included	—	—	—	—	—
Leave and absence: legal head count, active FTE, financial FTEMaternity, parental leave, sabbatical; sick leave is an indicator; counts only	Included	—	—	—	—	—
External workers with equivalent grade and amountFrom a file or the wizard; cover is netted off to avoid double counting	Included	—	—	—	—	—
Five-year Business Plan and team submissionsPosition phasing, prior BP and targets	—	Included	—	—	—	—
Planning cycle, deadlines and extension trackingCurrent planning workspace; durable enterprise workflow requires verification	—	Included	—	—	—	—
Advanced country and organisation scenariosMulti-year location moves and skill-team split/merger	—	—	Included	—	—	—
ESG workforce metrics, demographics and turnoverPrivacy-reviewed data and reporting definitions required	—	—	—	Included	—	—
Pay-gap and remuneration reportingRestricted compensation data; framework/legal review required	—	—	—	Included	—	—
ESG / LkSG evidence, coverage and reviewSpecialist workbench; legal review and export validation required	—	—	—	Included	—	—
Severance, retirement eligibility and cost reliefIndividual age/tenure may be needed; qualified legal/privacy review required	—	—	—	—	Included	—
Mass-dismissal / Sozialplan threshold alertsWarnings only—not legal determinations	—	—	—	—	Included	—
Partial retirement (ATZ): active against payroll FTENot part of the Executive, Variance and Cost figures	—	—	—	—	Included	—
Planned features · assigned to a module, pending enterprise verification
Approval and reminder automationAssigned to Planning; end-to-end workflow verification required	—	Planned	—	—	—	—
Scheduled vendor API connectionsAssigned to Enterprise Integrations; each connector must be implemented and verified	—	—	—	—	—	Planned
Personio connector verified on a live accountBuilt from the published API and tested with a simulated Personio; not yet run on a real account	—	—	—	—	—	Planned

All packages share the same technical workforce foundation. Buying a specialist package does not imply purchasing every controlling workflow. “Included” is intended scope, not a certified entitlement; “Planned” is not live.

Licensing and implementation

Proposed licensing structure

A proposed commercial model offers Workforce Control as the broad foundation and distinct specialist packages. An ESG-only buyer should not have to purchase the entire controlling interface merely to use the underlying engine. Organisations could add Planning, Advanced Scenarios, ESG Reporting & Due Diligence and, after legal validation, Restructuring. API integration and enterprise onboarding would be separately scoped—not mandatory for the initial file-based test.

Pricing and enterprise terms have not been finalised. A future quotation would reflect modules, user seats, modelled position volume and services. There is no arbitrary 60,000-FTE customer threshold; available capacity and service levels must be tested against each workload before contracting.

Discuss a module package

Availability and safeguards

The current test drive is not an enterprise activation of every module. Core calculations and some planning/scenario screens are available for evaluation. Production data segregation, auditability, permissions, billing and module entitlement enforcement remain subject to independent release checks.

Restructuring formulas and dismissal threshold indicators are indicative and REQUIRE QUALIFIED LEGAL REVIEW. ESG and LkSG disclosures require qualified reporting and legal review. Individual-level ESG data, where genuinely necessary, also requires appropriate privacy assessments, access controls and permitted processing grounds. Pseudonymised records can remain personal data. Direct SAP, Oracle and Workday API connections remain planned until each connector is separately verified.

Public module scope · 2026.10-preview-4