FP&A Manager, Adaptive Admin

About this role

ConnectWise is an industry and Global leading software company with over 3,000 colleagues in North America, EMEA and APAC. As a community-driven software company dedicated to the success of technology solution providers, our suite helps over 45,000 of our partners manage their businesses better, sell more efficiently, automate service delivery, and remotely control technology so they can consistently deliver amazing customer experiences.

Our company is powered by our connections, our colleagues, and our community. And, we accept all kinds. Game-changers, innovators, culture-lovers—and humankind. We invite discovery and debate. We recognize key moments as milestones. We see you and value you for your unique contributions. Our inclusive, positive culture lays the foundation to ensure every colleague is valued for their perspectives and skills, giving you the choice of how YOU make a difference.

Curious? Read this opportunity to learn how YOU can make a difference at ConnectWise! General Summary: 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. Essential Duties and Responsibilities: Adaptive Planning Administration (~60%) 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 Headcount Planning & Forecasting (~40%) 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 Knowledge, Skills, and/or Abilities Required: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.