Department Overview

The E*TRADE & Client Segment Solutions organization serves clients and participants across self-directed investing, workplace, advisory, and client service businesses. The Business Management team partners with Emerging Wealth Solutions, E*TRADE, and related client service organizations to translate workforce, access, and operational data into strategic insight, governance discipline, and scalable execution across the business.

This includes maintaining accurate workforce and roster data, shaping forward-looking workforce views, coordinating entitlement and access processes, supporting leadership reporting, partnering across HR, Risk, Technology, Compliance, and Operations, and identifying opportunities to improve operating models, control execution, capacity planning, and management decision-making.

Job Summary

We are seeking an experienced professional to support Business Management across E*TRADE Client Segments & Solutions by combining strategic workforce insight with disciplined operational execution.

This role serves as a central strategic and operational partner to Business Leaders, HR, Risk, Technology, Compliance, and Operations teams, providing advisory support, execution discipline, and operating model design across workforce tracking, organizational reporting, employee transitions, entitlement governance, and process improvement. The successful candidate will combine analytical capability, strategic thinking, operational discipline, stakeholder management, and process design to improve accuracy, scalability, transparency, governance, and leadership decision-making across recurring processes.

The ideal candidate has strong experience with workforce data, HR and organizational reporting, entitlement management, operational dashboards, and cross-functional execution, with the ability to connect tactical execution to broader business priorities, risk reduction, resource planning, and long-term scalability in a complex, highly governed environment.

Key Responsibilities
Workforce Planning & Headcount Management
• Own and maintain enterprise workforce reporting and roster management processes.
• Produce recurring headcount, attrition, hiring, and organizational-change reporting.
• Support workforce forecasting, capacity planning, hiring targets, and organizational reviews.
• Develop forward-looking workforce views that help leadership evaluate capacity, hiring trade-offs, resource allocation, and organizational risk.
• Manage employee transitions, manager changes, job code alignment, hierarchy maintenance, and organizational restructuring efforts.
• Partner with HR and business leaders to ensure workforce data accuracy and reporting integrity.

Access Governance & Entitlements
• Manage and oversee access provisioning, entitlement reviews, role updates, and employee onboarding activities.
• Serve as a business liaison between Risk, Technology, Compliance, and operational teams.
• Coordinate EPR submissions, approvals, audits, and periodic reviews.
• Support application onboarding, entitlement package development, and role-based access governance.
• Identify strategic opportunities to align access models with organizational design, control requirements, and evolving business needs.
• Conduct access remediation efforts and assist with organizational risk assessments.

Reporting & Operational Analytics

Career Mobility & Talent Programs
• Develop and maintain operational dashboards, scorecard inputs, and workforce analytics.
• Analyze attrition, employee movement, licensing populations, and organizational trends.
• Translate workforce and operational data into insights that inform leadership decisions, organizational priorities, and strategic planning discussions.
• Support leadership reporting and business reviews through accurate workforce and operational data.
• Identify automation opportunities and drive reporting process improvements.
• Partner with offshore resources to document, transition, and scale recurring reporting activities.
• Support level-up programs, talent reviews, organizational alignment initiatives, and career pathing efforts.
• Consolidate and analyze performance data used in workforce mobility decisions.
• Coordinate with HR to validate employee eligibility and workforce readiness.
• Maintain supporting processes and reporting used by leadership for talent planning discussions.

Cross-Functional Business Partnership

• Act as a trusted advisor to business leaders on workforce, organizational, and access-related initiatives.

• Partner across HR, Risk, Compliance, Technology, and Operations functions to execute strategic priorities.

• Help shape strategic roadmaps, governance routines, and operating models that support scalable workforce, access, and reporting processes.

• Lead process improvement efforts focused on efficiency, scalability, governance, and transparency.

• Document procedures and create sustainable operating models for recurring business processes

Qualifications
• Strong experience in workforce analytics, business management, operations, organizational strategy, or related functions.
• Advanced Excel and reporting capabilities.
• Experience working with workforce data, organizational reporting, HR systems, Power BI, and operational dashboards.
• Familiarity with access governance, entitlement management, audit processes, and risk controls.
• Ability to connect detailed operational execution to strategic priorities, leadership decision-making, risk management, and scalable business outcomes.
• Ability to manage multiple high-visibility initiatives simultaneously.
• Strong relationship management and communication skills.
• Proven ability to drive process improvement and operational efficiency.
• 5+ Years of Experience

Required Skills

• Strategic Workforce Planning: Ability to connect headcount, attrition, hiring, employee movement, and organizational-design data to resource planning, leadership priorities, and business decision-making.

• Workforce Analytics & Reporting: Ability to manage roster data, headcount reporting, attrition tracking, employee movement analysis, and recurring organizational reporting routines.

• Access Governance & Risk Controls: Familiarity with entitlement provisioning, EPR submissions, role-based access design, periodic reviews, remediation, audit support, and control partner engagement.

• Operational Execution: Strong ability to manage recurring processes, coordinate across teams, resolve data issues, and sustain accurate execution in a fast-paced environment.

• Stakeholder Management: Proven ability to partner with HR, Risk, Compliance, Technology, Operations, and business leadership to drive aligned outcomes.

• Data Quality & Process Integrity: Strong attention to detail and ability to maintain accurate reporting, documentation, governance records, and operating procedures.

• Dashboarding & Business Insights: Experience using Excel, Power BI, workforce data, and operational metrics to support leadership decisions and business reviews.

• Process Improvement: Ability to identify automation opportunities, simplify manual processes, and improve scalability, transparency, and efficiency.

• Talent Program Support: Experience supporting career mobility, level-up, talent review, and workforce readiness processes through structured reporting and data analysis.

Preferred Qualifications
• Experience in Wealth Management, Brokerage, Financial Services, Contact Center Operations, or Digital Client Engagement.
• Knowledge of HR systems, organizational hierarchy maintenance, workforce planning tools, entitlement platforms, and operational reporting environments.
• Experience partnering with offshore or shared-service resources to document, transition, and scale recurring business processes.

Success Measures
• Improve workforce data accuracy, reporting consistency, and roster management discipline.
• Strengthen access governance, entitlement review execution, and role-based access controls.
• Increase transparency across headcount, hiring, attrition, employee movement, and organizational-change reporting.
• Provide strategic workforce and access insights that improve leadership decision-making, resource planning, and organizational readiness.
• Improve scalability and efficiency of recurring reporting, documentation, and operational processes.
• Support effective talent planning, career mobility, and workforce readiness discussions.
• Enhance cross-functional execution across Business Management, HR, Risk, Technology, Compliance, and Operations.

New York: Expected base pay rates for the role will be between $115,000 and $190,000 per year at the commencement of employment. However, base pay if hired will be determined on an individualized basis and is only part of the total compensation package, which, depending on the position, may also include commission earnings, incentive compensation, discretionary bonuses, other short and long-term incentive packages, and other Morgan Stanley sponsored benefit programs.