Visier

Worth a demo if you want ready models and can buy Essentials

One shared plan for HR and Finance, and a customer hiring result

• HR, Finance and business leaders work from one shared plan. Visier's role-based security gives each person only the level of detail their role allows. So Finance and line managers can use one plan without seeing the same data. Visier's AI Addendum says Visier does not use your data to train generative AI.
• Providence says Visier helps it see what will happen next quarter for key openings. Providence hired more than 2,000 caregivers before the jobs fell vacant. Providence says hiring ahead helped it save more than $3 million. The Providence result shows planning ahead, not just reporting.
• If you run Workday, SAP SuccessFactors, Oracle Fusion, UKG or Dayforce, Visier's platform can already take in your HR data. An existing link to your HR system can mean less setup work before your first plan.

Its score that names likely leavers is the main legal risk

• Visier's platform can score named employees on how likely they are to resign. A score about a named person can bring legal duties that a headcount total does not.
• The EU AI Act's Annex III lists high-risk uses of AI, including uses in employment. A listed system that profiles people, meaning it scores named individuals, is always high-risk. Employers in the EU must tell workers' representatives and affected workers before the system is used. These duties apply from 2 December 2027.
• Visier's AI Addendum bars staff decisions that its AI makes alone or that rely too much on it. Before use, you must give affected workers (and their representatives, where required) any notice the law requires. Visier's platform is not built to screen your data for bias, and its contract makes your decisions entirely your own. So checking the data, the notices and each decision falls to your team.
• Visier Organization Design is a separate product for org design. For open and filled jobs, Visier sells Visier People Position Management. It also needs Essentials. If you need org design or job tracking, ask Visier whether the matching product adds to the quote.

It works best with 36 months of history and turnover to plan

• Visier says its predictive models are most accurate with 36 months of workforce history. With less history, expect less accurate predictions until more builds up.
• Baptist Health says Visier helps it track turnover and model where it wants to go. Visier suits employers whose planning starts from people leaving.
• Visier's planning case study is about a financial-services firm with 50,000 employees. It does not name the firm. A case that large says little about how Visier works for companies of a few hundred people.

Price Workforce Planning and Essentials together, with any setup work

Ask Visier for one written quote that covers Workforce Planning and Essentials.

Visier's professional services are set out in a separate Statement of Work. Fixed fees are billed when you sign it, and time-and-materials fees are billed monthly. Ask for any setup work in the same quote.

Visier's published US contract renews automatically unless either side gives 60 days' notice. Note that notice date when you sign. Visier's liability is capped at 12 months' fees. The cap is twice that for a confidentiality or security breach. That cap limits what you can recover if something goes wrong.

When the contract ends, Visier deletes your data within 30 days, and backups within 90 days. Export your data before the end date, using Visier's in-app exports.

Get written answers on the score, the price and the setup

1. Does the Headcount Forecasting model use the risk-of-exit score about named employees? Good answer: a plain yes or no, in writing.
2. Does the AI Addendum's ban on automated decisions cover the planning models? Good answer: yes, in writing, with the models named.
3. How do you count users or employees for the price? Good answer: one clear rule, in writing.
4. Does an approved plan go back into our HR system automatically? Good answer: a plain yes or no, with the systems named.
5. How far ahead can a plan look, and how many scenarios can we compare side by side? Good answer: a number for each.
6. How long does setup take, and what skills does our team need? Good answer: a named timeline and the roles involved.
7. Does Workforce Planning use outside data on jobs, pay or skills, and does that cost extra? Good answer: a plain yes or no, with any price.
8. Can we speak to a Workforce Planning customer? Good answer: a named company we can call.

Alternatives to Visier Workforce Planning

The main alternatives are Crunchr, Nakisa, the planning tool in Dayforce or Workday, and a spreadsheet model.

Crunchr is the closest match, with a wizard-led planning tool on its people analytics platform. Crunchr publishes no price either.

Nakisa gives you a ready planning method, and you load the data and set the business numbers. Nakisa reads from Workday and SAP SuccessFactors, and sends approved changes back to them. Look at it if the approved plan must reach your HR system.

If Dayforce is your HR system, look at Dayforce's own planning tool. It lists at $54.00 per employee per year, on top of the Dayforce Platform.

If Workday is your HR system, look at Workday Adaptive Planning. A setup wizard links it to Workday HCM. Ask Workday who builds the plan. Workday's headcount planning page describes plans going back into Workday HCM.

If you plan once a year for a few teams, a spreadsheet model your team owns may be enough.