Position: Manager, Workforce Planning Partner

Location: Tampa

Position Summary

A member of our People Services team, the Workforce Planning Partner is responsible for establishing a trusted relationship with Business Leads, Finance Leads and HR/TR Partners to understand organizational workforce strategies and plans during planning cycles (e.g. annual budget, projection forecasts, ad-hoc organizational changes). They use advanced skills and understanding of the entire worker life cycle to ensure data integrations are accurate throughout all human resources systems.

Key Responsibilities

• Partners with Business Leads, Finance and HR/TR Partners to execute workforce planning actions against approved workforce plans

• Provides subject matter guidance on key elements of workforce choices, including selecting appropriate job profiles, locations, etc., along with financial budget implications of choices

• Builds business workforce scenario plan(s), including new positions, terminations, adjustments and transfers into the Workday HCM/HPA/Adaptive systems and shares budget implications with the Business, Finance and HR/TR Partners to progress workforce planning activities

• Aligns with Business, Finance and HR/TR Partners on finalization of workforce plan and facilitates approval process

• Proactively partners with HR/TR Partners and Total Rewards teams to ensure all required job profiles exist within Workday and are available during workforce planning process

• Ensures the integrity of all structural elements that enable quality workforce data (i.e. Supervisory Organizations, Company-Location structures, etc.)

• Provides advanced operational, analytical, and advisory support for complex employee data management needs.

• Manages the execution of broad organization changes, inclusive of mass hiring, M&A Integrations and/or workforce reduction events.

• Ensures all data restructures and worker exits from the company are performed in line with global design and in accordance with local regulations.

• Understand business structure requirements and create solutions to manage significant restructures or workforce changes, including reductions that lead to separations from the company.

Qualifications & Experience

• Degree required

• Advanced Human Capital Management (HCM) technical skills; able to manage systems processes to achieve desired functional needs

• Workday HCM module or SAP HR experience required, preferably four to five years as a Compensation Analyst or HR Operations/Employee life cycle transactions process performer in one of the systems

• Demonstrates tendency toward use of AI in course of performing day-to-day work

• Advanced excel and data reporting skills; understands technical capabilities for report generation from tools like Workday and SAP

• General knowledge and understanding of HR policies, processes and Regional Employment Laws

• Ability to understand key elements of workforce budgets

• Ability to accurately collect information in order to understand and assess the clients’ needs and situation

• Have worked in a fast-moving environment which is both complex and changing.

• Have worked in a multi-cultural/multi-country work environment

• Ability to use business judgment when assessing requirements and performance in order to identify the right solution to meet business needs

• Previous experience working in a shared services environment preferred

• Prefer HR specialty certification to demonstrate theoretical understanding and application of HR practices

• Strong verbal and written communication skills to interact with clients and HR Service Center team members

• Nice to have experience using Workday Adaptive

If you come across a role that intrigues you but doesn’t perfectly line up with your resume, we encourage you to apply anyway. You could be one step away from work that will transform your life and career.

The starting compensation range(s) for this role are listed above for a full-time employee (FTE) basis. Additional incentive cash and stock opportunities (based on eligibility) may be available. The starting pay rate takes into account characteristics of the job, such as required skills, where the job is performed, the employee’s work schedule, job-related knowledge, and experience. Final, individual compensation will be decided based on demonstrated experience.

Eligibility for specific benefits listed on our careers site may vary based on the job and location. For more on benefits, please visit

Benefit offerings are subject to the terms and conditions of the applicable plans in effect at the time and may require enrollment. Our benefits include:

• Health Coverage: Medical, pharmacy, dental, and vision care.

• Wellbeing Support: Programs such as BMS Well-Being Account, BMS Living Life Better, and Employee Assistance Programs (EAP).

• Financial Well-being and Protection: 401(k) plan, short- and long-term disability, life insurance, accident insurance, supplemental health insurance, business travel protection, personal liability protection, identity theft benefit, legal support, and survivor support.

0Work-life benefits include:

Paid Time Off

• US Exempt Employees: flexible time off (unlimited, with manager approval, 11 paid national holidays (not applicable to employees in Phoenix, AZ, Puerto Rico or Rayzebio employees)

• Phoenix, AZ, Puerto Rico and Rayzebio Exempt, Non-Exempt, Hourly Employees: 160 hours annual paid vacation for new hires with manager approval, 11 national holidays, and 3 optional holidays

Based on eligibility*, additional time off for employees may include unlimited paid sick time, up to 2 paid volunteer days per year, summer hours flexibility, leaves of absence for medical, personal, parental, caregiver, bereavement, and military needs and an annual Global Shutdown between Christmas and New Years Day.

All global employees full and part-time who are actively employed at and paid directly by BMS at the end of the calendar year are eligible to take advantage of the Global Shutdown.

*Eligibility Disclosure: The summer hours program is for United States (U.S.) office-based employees due to the unique nature of their work. Summer hours are generally not available for field sales and manufacturing operations and may also be limited for the capability centers. Employees in remote-by-design or lab-based roles may be eligible for summer hours, depending on the nature of their work, and should discuss eligibility with their manager. Employees covered under a collective bargaining agreement should consult that document to determine if they are eligible. Contractors, leased workers and other service providers are not eligible to participate in the program.

Uniquely Interesting Work, Life-changing Careers
With a single vision as inspiring as Transforming patients lives through science, every BMS employee plays an integral role in work that goes far beyond ordinary. Each of us is empowered to apply our individual talents and unique perspectives in a supportive culture, promoting global participation in clinical trials, while our shared values of passion, innovation, urgency, accountability, inclusion and integrity bring out the highest potential of each of our colleagues.

On-site Protocol

BMS has an occupancy structure that determines where an employee is required to conduct their work. This structure includes site-essential, site-by-design, field-based and remote-by-design jobs. The occupancy type that you are assigned is determined by the nature and responsibilities of your role:

Site-essential roles require 100% of shifts onsite at your assigned facility. Site-by-design roles may be eligible for a hybrid work model with at least 50% onsite at your assigned facility. For these roles, onsite presence is considered an essential job function and is critical to collaboration, innovation, productivity, and a positive Company culture. For field-based and remote-by-design roles the ability to physically travel to visit customers, patients or business partners and to attend meetings on behalf of BMS as directed is an essential job function.