Senior Director, Workforce Operations & Finance Partnership

Bristol Myers Squibb•Tampa, FL

13d

About The Position

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: Senior Director, Workforce Operations & Finance Partnership Location: Tampa Position Summary As the Senior Director, Workforce Operations & Finance Partnership within People Services, you will serve as the primary HR strategic partner to Finance, ensuring seamless connectivity between People Services operations and enterprise financial systems. You will lead the design and execution of end-to-end HR operational processes that have downstream implications in our financial systems and processes — from workforce planning through Procure-to-Pay — ensuring that all people-related costs are accurately captured, automated, and reflected in financial systems with full transparency. In this role, you will act as the bridge between HR and Finance, translating People Services data and strategy into actionable financial intelligence — not as a Finance function, but as the HR function that ensures Finance has the information, processes, and integrations it needs to operate effectively. You will build the systems, rhythms, and partnerships that eliminate manual handoffs, close process gaps, and ensure the total cost of the workforce is managed with rigor and precision from within HR. At the core of your mandate is elevating financial clarity and operational rigor—driving spend transparency, automation, analytics, and working capital discipline—so that People Services operates with the precision, accountability, and insight of a best-in-class enterprise function.

Requirements

Bachelor’s degree in Finance, Accounting, Business Administration, Economics, or related field required; MBA, CPA, CMA, or equivalent advanced financial credential strongly preferred.
10–15+ years of progressive experience in financial planning & analysis, controllership, workforce planning, or business finance partnership within complex, global organizations.
Demonstrated expertise in advanced financial modeling, long-range forecasting, and scenario planning to support enterprise decision-making, risk assessment, and strategic investment prioritization across complex, multi-functional organizations.
Strong command of budgeting processes, accrual methodologies, variance analysis, and working capital management to ensure disciplined financial oversight and accurate, compliant financial reporting.
Proven ability to develop and validate ROI analyses for technology implementations, automation initiatives, and operational transformation programs, ensuring measurable financial return and sustained value realization.
Deep understanding of internal controls, governance standards, regulatory compliance requirements, and audit readiness practices within SOX-controlled or highly regulated global environments.
Experience translating workforce strategy and organizational design decisions into financial projections, cost models, and forward-looking insights that inform enterprise planning and resource allocation.
Demonstrated expertise in end-to-end Procure-to-Pay governance, financial controls, spend analytics, vendor performance monitoring, and risk mitigation to enhance transparency and cost discipline.
Advanced proficiency with ERP systems, financial planning platforms, and enterprise data environments, ensuring data integrity, cross-system alignment, and a reliable single source of truth.
Proven ability to lead and influence cross-functional, matrixed teams globally, establishing governance, accountability, and disciplined operating rhythms without direct reporting authority.
Strong executive communication, stakeholder influencing, and change leadership capabilities, effectively translating complex financial insights into clear business narratives that drive alignment and action.

Responsibilities

Financial Management & Governance Partner with the People Services Leader and functional heads to serve as the People Services liaison to Corporate FP&A, ensuring HR-driven workforce cost data is accurately reflected in enterprise budgets and forecasts.
Partner with Finance to translate workforce strategy and operational HR data into forward-looking cost intelligence, supporting scenario planning and investment prioritization from an HR operational lens, and decision support that informs enterprise budget and forecast planning.
Partner with Finance to develop ROI frameworks for HR initiatives, providing the operational data and process knowledge Finance needs to assess the value of HR investments in automation, technology, and productivity programs, including automation, system implementations, and productivity programs, ensuring investments deliver measurable financial and operational value.
Leverage workforce and operational data to connect people metrics with financial outcomes, enabling data-driven decisions that improve cost efficiency, performance, and overall business results.
Lead cross-functional coordination across HR, Finance, and HRIT to ensure disciplined planning cycles, clear accountability, and audit-ready workforce governance.
Own and evolve the global HR workforce planning operating model, establishing standardized people-data assumptions, roles, and controls that ensure Finance receives reliable, consistent, and audit-ready workforce intelligence.
Serve as the HR steward of workforce data integrity, ensuring seamless alignment between HR systems and financial platforms so that people costs flow accurately and automatically into financial reporting.
Within the People Services function, Lead the end-to-end Procure-to-Pay process design and execution within People Services, ensuring that HR-related spend flows through financial systems accurately, compliantly, and with minimal manual intervention while ensuring accurate accruals, payment discipline, and working capital optimization.
Drive visibility into people-related spend by building analytics capabilities within HR that equip Finance and business leaders with timely, accurate cost insights — enabling smarter workforce investment decisions, and strategic financial partnership with Procurement and business leaders.
Champion process automation and standardization across HR operational workflows, eliminating manual handoffs between HR and Finance and creating scalable, integrated processes that reduce cycle times and improve financial accuracy, and building scalable, audit-ready procurement support capabilities.

Benefits

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.

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