Product Owner, Workforce Planning (People Technology)

Working with Us Challenging. Meaningful. Life-changing. Those aren’t words that are usually associated with a job. But working at Bristol Myers Squibb is anything but usual. Here, uniquely interesting work happens every day, in every department. From optimizing a production line to the latest breakthroughs in cell therapy, this is work that transforms the lives of patients, and the careers of those who do it. You’ll get the chance to grow and thrive through opportunities uncommon in scale and scope, alongside high-achieving teams. Take your career farther than you thought possible. Bristol Myers Squibb recognizes the importance of balance and flexibility in our work environment. We offer a wide variety of competitive benefits, services and programs that provide our employees with the resources to pursue their goals, both at work and in their personal lives. Read more: careers.bms.com/working-with-us. 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. If you want an exciting and rewarding career that is meaningful, consider joining our team! 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. Why You Should Apply Around the world, we are passionate about making an impact on the lives of patients with serious diseases. Empowered to apply our individual talents and perspectives in an inclusive culture, our shared values of passion, innovation, urgency, accountability, inclusion, and integrity bring out the highest potential of each of our colleagues. Bristol Myers Squibb recognizes the importance of balance and flexibility in our work environment. We offer a wide variety of competitive benefits, services and programs that provide our employees with the resources to pursue their goals, both at work and in their personal lives. Our company is committed to ensuring that people with disabilities can excel through a transparent recruitment process, reasonable workplace adjustments and ongoing support in their roles. Applicants can request an accommodation prior to accepting a job offer. If you require reasonable accommodation in completing this application, or any part of the recruitment process direct your inquiries to adastaffingsupport@bms.com. Visit careers.bms.com/eeo-accessibility to access our complete Equal Employment Opportunity statement. 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. Compensation Overview: Princeton - NJ - US: $158,870 - $192,507 
 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 https://careers.bms.com/life-at-bms/.   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. ​Work-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. Supporting People with Disabilities BMS is dedicated to ensuring that people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments and ongoing support in their roles. Applicants can request a reasonable workplace accommodation/adjustment prior to accepting a job offer. If you require reasonable accommodations/adjustments in completing this application, or in any part of the recruitment process, direct your inquiries to adastaffingsupport@bms.com. Visit careers.bms.com/eeo-accessibility to access our complete Equal Employment Opportunity statement. Candidate Rights BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area. If you live in or expect to work from Los Angeles County if hired for this position, please visit this page for important additional information: https://careers.bms.com/california-residents/ Data Protection We will never request payments, financial information, or social security numbers during our application or recruitment process. Learn more about protecting yourself at https://careers.bms.com/fraud-protection. Any data processed in connection with role applications will be treated in accordance with applicable data privacy policies and regulations. If you believe that the job posting is missing information required by local law or incorrect in any way, please contact BMS at TAEnablement@bms.com. Please provide the Job Title and Requisition number so we can review. Communications related to your application should not be sent to this email and you will not receive a response. Inquiries related to the status of your application should be directed to Chat with Ripley. R1605351 : Product Owner, Workforce Planning (People Technology)