FP&A Manager, Adaptive Admin

‎ConnectWise

8h • Onsite

About The Position

The Manager, FP&A is a senior individual contributor on the Corporate Financial Planning & Analysis team with ownership of two core areas: administration and continuous improvement of Workday Adaptive Planning, and company-wide headcount and personnel cost forecasting. The role serves as the company’s lead Adaptive Planning administrator and subject matter expert while owning the headcount forecast that drives the largest expense category in the P&L. This position partners closely with FP&A leadership, HR and Talent Acquisition, and business leaders across the organization. Approximate allocation: 60% Adaptive Planning administration, 40% headcount planning and forecasting.

Requirements

• Demonstrated experience building and maintaining workforce planning models in Adaptive Planning
• Experience with OfficeConnect and Adaptive Planning reporting tools
• Advanced Excel skills
• Strong communication skills with the ability to translate business needs into system solutions and to present headcount and cost conclusions to senior leaders
• High attention to detail and ability to manage multiple priorities in a deadline-driven environment
• Bachelor’s degree in Finance, Accounting, Information Systems, or related field
• 5+ years of progressive FP&A experience, including direct ownership of headcount and personnel cost forecasting for a multi-department organization
• 3+ years of hands-on Workday Adaptive Planning administration and model-building experience
• Experience with Adaptive Planning reporting tools and OfficeConnect.
• Experience supporting budgeting, forecasting, and financial reporting processes.

Nice To Haves

• Experience with NetSuite or similar ERP systems, and working knowledge of HRIS/HCM data structures, preferred
• Workday Adaptive Planning certification preferred
• SaaS and private-equity-backed operating environment experience preferred
• Knowledge of AI, automation, and business intelligence tools and their application within FP&A, reporting, and analytics environments.
• Workday Adaptive Planning Certification preferred.

Responsibilities

• Serve as the primary Workday Adaptive Planning administrator and subject matter expert for the organization
• Own and maintain model architecture, including levels, dimensions, attributes, versions, sheets, formulas, and calculated accounts
• Own the Adaptive personnel and workforce planning sheets end to end, including compensation drivers, allocation logic, and department-level input templates
• Manage user access, security roles, permissions, and license administration
• Build, maintain, and troubleshoot integrations and data loads between Adaptive Planning and source systems (ERP, HRIS/HCM, payroll), ensuring data accuracy and timelines
• Administer planning cycles, including version management for budgets, forecasts, and actuals, version rollovers, locks, and planning calendars
• Design, test, and deploy model enhancements and structural changes, including sandbox testing and change control
• Perform regular audits and reconciliations between Adaptive Planning and source systems to ensure data integrity
• Provide training, documentation, and day-to-day support for budget owners and FP&A users
• Evaluate and implement new Adaptive Planning features and releases to improve planning and reporting capabilities
• Support management reporting enhancements, including monthly reporting packages, OfficeConnect reports, and dashboards
• Own the company-wide headcount forecast and roll-forward, from actuals through plan, by department, level, function, and location
• Maintain requisition-level detail across open, approved, backfill, and incremental roles, including start-date assumptions, hiring curves, and time-to-fill
• Forecast all personnel cost lines, including base salary, bonus, commission, merit, employer taxes, benefits, and contractor spend
• Reconcile headcount and personnel cost between HRIS, payroll, ERP actuals, and Adaptive Planning at each monthly close
• Partner with HR and Talent Acquisition on hiring plan feasibility, attrition assumptions, and pipeline timing; challenge assumptions that are not supported by hiring capacity
• Deliver headcount and personnel cost variance analysis versus budget, forecast, and prior year with quantified drivers
• Model headcount scenarios for leadership, including hiring pace changes, reorganizations, location and offshore mix shifts, and cost-reduction actions
• Lead the personnel cost components of the annual budget, quarterly reforecasts, and long-range plan
• Maintain governance and approval controls over headcount additions and changes flowing into the forecast
• Produce recurring headcount reporting for executive leadership, including plan versus actual FTE bridges and cost per head metrics

Benefits

• Equal Opportunity Employer, dedicated to building a diverse and inclusive workforce and providing a workplace free from discrimination and harassment.
• Equal employment opportunities to all employees and applicants without regard to race, ethnicity, color, religion, age, sex (including pregnancy), sexual orientation, gender, gender identity or expression, ancestry, national origin, citizenship status, physical or mental disability, genetic information, military/veteran status, marital status, familial or parental status, or any other characteristic or status protected by applicable federal, state and local laws.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager