Position Summary

At BMS, digital innovation and Information Technology are central to our vision of transforming patients' lives through science. To accelerate our ability to serve patients around the world, we must unleash the power of technology. We are committed to being at the forefront of transforming the way medicine is made and delivered by harnessing the power of computer and data science, artificial intelligence, and other technologies to promote scientific discovery, faster decision making, and enhanced patient care.

The Product Owner, Workforce Planning (People Technology) will co-own the product vision, roadmap, and backlog for BMS's Workforce Planning capability, built on Workday Adaptive Planning and integrated with Workday HCM - while also hands-on building and maintaining the Adaptive Planning integrations, security/permissions, reports, and dashboards that power it. Having established the foundational platform, this role will drive the next phase of the journey: maturing workforce planning from headcount and budget forecasting toward strategic workforce planning - including scenario-based org design, skills and talent supply/demand analysis, and long-range workforce modeling that directly informs business and talent strategy.

This role partners closely with the business Product Manager, People Organization, and Finance leaders to translate evolving workforce planning needs into a prioritized backlog, and personally builds and maintains the integrations, security, reports, and dashboards that keep the platform accurate, secure, and trusted as the capability matures.

Key Responsibilities

Workforce Planning Product Strategy

• Co-own, with the business Product Manager, the vision and multi-year roadmap for Strategic Workforce Planning, evolving the capability beyond current-state headcount/budget planning toward scenario planning, org design modeling, and skills/talent-based forecasting.
• Translate People Organization and Finance strategy into workforce planning requirements - e.g., how the business plans headcount, org structure changes, span of control, succession, and talent pipelines - and prioritize these in the Adaptive Planning backlog.
• Identify and prioritize opportunities to mature the model (new dimensions, planning versions, scenario types) as the business's workforce planning maturity increases.

Hands-On Build: Integrations, Security, Reports & Dashboards

• Design, build, and maintain integrations between Workday HCM and Adaptive Planning, ensuring accurate, timely data flows for headcount, compensation, organizational dimensions, and planning versions.
• Configure and maintain Adaptive Planning security and permissions - roles, level and version access, and security groups - ensuring the right stakeholders can plan, model, and report at the right level of the organization, and that sensitive workforce data is properly protected.
• Build and maintain reports and dashboards (e.g., Adaptive Discovery Boards, OfficeConnect, Workday reporting) that give HR, Finance, and business leaders visibility into workforce plans, scenarios, and variances.
• Troubleshoot and resolve data quality, integration, security, and calculation issues directly, partnering with Workday HCM and Adaptive Planning admins as needed.
• Continuously enhance existing integrations, security configurations, reports, and dashboards based on stakeholder feedback and evolving workforce planning maturity.

Adaptive Planning Model Design

• Own the backlog and hands-on build for Adaptive Planning models (sheets, dimensions, attributes, versions, assumptions) that represent the organization's workforce structure, positions, and headcount plans.
• Coordinate with stakeholders on cross-system interfaces (e.g., payroll, benefits, time & attendance) that feed or influence workforce planning assumptions, ensuring upstream/downstream data quality.

Governance, Testing & Enablement

• Co-own governance and change control for the workforce planning product - model updates, assumptions, planning calendars, security changes, and integration schedules - aligning with enterprise SDLC and release processes.
• Own and execute testing and deployment (unit, system, UAT, regression) for integrations, security/permission changes, models, reports, and dashboards; ensure planning cycles (budget, forecast, headcount reviews) are supported without disruption.
• Drive stakeholder training and enablement for People Organization business partners, Finance, and leadership - model walkthroughs, scenario planning usage, and report/dashboard usage - to build organizational fluency as capabilities mature.
• Monitor adoption, performance, and data quality metrics to identify where the platform and process need to evolve next.

Platform Currency & Innovation

• Stay current on Workday releases relevant to Adaptive Planning and HCM (planning features, security, integration enhancements, AI/ML-driven workforce insights) and assess fit against the strategic workforce planning roadmap.
• Champion best practices in workforce analytics and planning automation; partner with People Organization, Finance, and People Analytics teams to pilot innovations (e.g., skills taxonomy integration, predictive attrition/demand modeling) that move the capability toward strategic workforce planning.
• Provide leadership and guidance to cross-functional team members supporting the product, ensuring engagement and productivity.

Qualifications & Experience

• Bachelor's degree in Computer Science, Information Systems, Human Resources, Finance, or a related discipline.
• 5+ years of experience in HR or Finance technology, with strong exposure to workforce planning, Workday Adaptive Planning, and Workday HCM; product ownership or business analysis experience preferred.
• Hands-on, demonstrated expertise building and maintaining Workday Adaptive Planning integrations, models (sheets, dimensions, versions, assumptions), and security/permissions configuration (roles, level and version access, security groups).
• Hands-on experience building reports and dashboards using Adaptive Discovery Boards, OfficeConnect, and/or Workday reporting tools.
• Working knowledge of Workday HCM data structures (positions, organizations, worker/job data) and how they feed workforce planning.
• Understanding of workforce planning concepts - headcount and budget planning, org design/scenario modeling, position management, and (ideally) skills-based or talent supply/demand planning.
• Demonstrated experience owning or co-owning a product backlog, writing user stories/requirements, and prioritizing features in an Agile environment, ideally in partnership with a business-side Product Manager.
• Strong analytical and problem-solving skills, with the ability to diagnose and resolve complex integration, security, modeling, and reporting issues.
• Excellent communication skills, capable of translating technical concepts for People Organization/Finance stakeholders and business planning needs for technical teams.
• Strong stakeholder and project management proficiency, with proven ability to manage multiple initiatives concurrently and deliver within timelines.
• Knowledge of emerging Workday features (Adaptive Planning, Prism Analytics, Extend) and ability to evaluate new functionality for roadmap fit.

Leadership & Behavioral Competencies

• Strategic vision & maturity roadmapping: Sees beyond current-state capability to define what strategic workforce planning should look like and builds a realistic path to get there.
• Process & knowledge improvement: Leads analysis of current states; recommends pragmatic solutions and drives complex changes to completion.
• Foresight & change leadership: Stays current on emerging trends; identifies future state (org/tech/cultural) and builds transition plans aligned to enterprise vision.
• Systems thinking & judgment: Maintains broad perspective; applies analytical thought and creativity to structure work and select the best solution path.
• Collaborative partnership: Builds a strong working relationship with the business Product Manager, balancing shared accountability with clear communication on roles and decision rights.

Preferred Skills (Nice to Have)

• Prior experience maturing a workforce planning function (e.g., from headcount/budget planning to scenario or skills-based planning).
• Workday Prism Analytics (data prep/pipelining to enrich workforce planning datasets).
• Workday Extend (lightweight apps/workflows to complement planning processes).
• Performance tuning for Adaptive Planning models.
• BIRT reporting and data archival/migration from legacy systems (for completeness of planning history).
• Familiarity with skills taxonomies, talent analytics, or predictive workforce modeling.

Compensation Overview:

Princeton - NJ - US: $158,870 - $192,507

The starting pay range(s) listed above is for full-time employees (FTE). You may also be eligible for additional discretionary incentive cash and stock opportunities. We determine starting pay thoughtfully - carefully considering the nature of the role, required skills, work location, schedule and the knowledge and experience you bring. Final compensation is guided by pay equity principles and applicable employment laws. Compensation programs are reviewed on an ongoing basis and may be adjusted over time to reflect evolving market factors, and individual, team or Company performance.

Benefits:

Subject to the terms and conditions of the applicable plans then in effect, you may be eligible to participate in our comprehensive benefit plans - including wellbeing support, retirement and financial protection benefits, and insurance offerings (medical, dental, vision, life and disability).

U.S.-based exempt employees are eligible for Flexible Time Off (FTO), which provides paid time off without a set accrual limit, subject to manager approval, along with 11 paid company holidays each year.

Non-exempt employees, RayzeBio employees, and employees located in Puerto Rico receive 160 hours of paid vacation annually for new hires (subject to manager approval), 11 paid company holidays, and 3 optional holidays.

Depending on eligibility, employees may also have access to additional time-off benefits, including paid sick leave, up to two paid volunteer days per year, summer hours flexibility, and leaves of absence for medical, personal, parental, caregiver, bereavement, or military needs. Eligible employees also enjoy an annual Global Shutdown between Christmas Day and New Year's Day.

U.S.-based job seekers can explore full benefit offerings at https://careers.bms.com/benefits

How We Work

Where you work matters - because collaboration, innovation and patient impact happen in many settings. Our roles are structured across four work models: site-essential, site-by-design, field-based and remote-by-design. The model assigned to this role is based on its core responsibilities. Learn more at https://careers.bms.com/ways-of-working.