Sr. Manager, FP&A

Priceline•Norwalk, CT

11d•$180,900 - $221,100•Hybrid

About The Position

The Senior Manager, FP&A is a high-impact individual contributor and subject matter expert responsible for compensation financial planning across Booking Holdings’ portfolio of brands and for supporting major enterprise-wide initiatives. The role brings financial rigor, analytical expertise, and domain knowledge to compensation programs, while identifying opportunities to modernize, automate, and strengthen related processes and controls. It has significant visibility across the CFO organization, the Talent & Compensation Committee, senior legal and external reporting functions, and leaders across brands and geographies. The position currently has no direct reports. The role owns financial oversight of enterprise compensation programs, including annual bonus and PSU grids for named executive officers, senior management, and local brand leaders, as well as stock-based compensation expense budgeting and forecasting. It prepares FP&A deliverables for the Talent & Compensation Committee, supports the annual proxy filing, owns quarterly PSU factor and bonus calculations, and develops compensation governance frameworks. The role also leads FP&A integration for enterprise-wide strategic initiatives and supports intercompany forecasting and the systems and workflows that enable it. The position is eligible for Booking Holdings’ hybrid work model, with two days in the office. The base salary range for Connecticut and the NYC-metro area is $180,900–$221,100. The role may be considered for an annual bonus and equity grant. The company describes a comprehensive benefits program, including health and wellness benefits, tuition reimbursement, fitness reimbursement, and discounts.

Requirements

Bachelor’s degree in Finance, Accounting, Economics, or a related field.
8–12 years of progressive finance experience, with expertise in compensation financial planning, stock-based compensation, and/or complex enterprise-wide financial processes.
Deep working knowledge of incentive compensation structures, SBC accounting and forecasting, PSU mechanics, executive pay program design, and compensation audit support workflows.
Strong command of financial modeling, scenario analysis, and multi-currency financial dynamics; ability to connect compensation and initiative-level financials to enterprise P&L and EBITDA outcomes.
Working knowledge of compensation-related accounting entries and journal entry processes, with strong financial controls, governance documentation, and audit support instincts.
Proficiency in EPM platforms such as OneStream or HFM/Hyperion and advanced Excel; ability to work across FP&A systems, identify automation opportunities, and partner with systems and technology teams.
Exceptional written and verbal communication skills, including the ability to prepare accurate, well-governed, strategically framed CFO, Board, and executive-level materials.
Ability to build trust and manage sensitive, regulated outputs across legal, external reporting, accounting, and finance stakeholders.
Highly self-directed and detail-oriented, with a bias toward process improvement, automation, and operational precision.
Ability to manage multiple high-stakes, deadline-driven workstreams, including work with external regulatory implications, with accuracy and integrity.

Nice To Haves

MBA or CFA.
Prior experience in corporate FP&A, investment banking, or management consulting.
Experience supporting proxy filings, Board governance processes, or NEO compensation programs.
Familiarity with proxy filing processes in a publicly traded company environment.
Experience supporting or validating performance adjustments that flow into compensation calculations.

Responsibilities

Own end-to-end financial oversight of enterprise compensation programs, including annual bonus and PSU grids for NEOs, senior management, and local brand leaders, and SBC expense budgeting and forecasting.
Lead preparation of FP&A-related Talent & Compensation Committee deliverables, including prior-year bonus and PSU performance results, current-year compensation grids, and currency share integration.
Support the annual proxy filing process by providing compensation data, calculations, and analysis, and auditing the document in partnership with HR, legal, and external reporting teams.
Own quarterly PSU factor and bonus calculations, prepare accurate bonus accounting entries, collect quarterly sign-offs on PSU and bonus outcomes, and reflect updated targets and outcomes in forecasts and actuals.
Support automation of compensation calculation processes and provide underlying data to Internal Audit for the PSU AUP review.
Lead development and continuous improvement of compensation governance frameworks and support the evolution of plan design.
Serve as FP&A integration lead for enterprise-wide strategic initiatives, embedding new programs and ventures in FP&A systems, processes, and reporting frameworks and enabling handoff to BAU tracking.
Support intercompany forecasting processes and the FP&A systems and workflows that enable them.