At Booking.com, the Financial Planning & Analysis (FP&A) team is the analytical powerhouse of the Finance organization, with a mission to deliver insights, drive financial health, and support bold business decisions. As Booking.com continues its digital and organizational transformation, FP&A is evolving to bring together Enabling Functions and Workforce Management (WFM) into a unified team that leads on spend, resource, and opex management across corporate support areas.
Within FP&A, the Enabling Functions & Workforce Management team acts as a strategic partner to functions such as People, Finance, Legal & Public Affairs, and Strategy & Business Development, and drives consolidated workforce management for the Business Control craft.
Role Overview The FP&A WFM Analyst supports end‑to‑end workforce management across Enabling Functions and the broader Business Control community. You will provide transparent, accurate, and timely views on staff cost related elements to the leadership team, enabling data‑driven decisions on hiring, location strategy, productivity, and organizational design.
Working closely with the FP&A Manager – EF & WFM, Senior WFM analyst and business controllers, you will help run recurring MEC, planning cycles, maintain key workforce models and reports, and support the transition from manual processes to more self‑service and automated tools.
Key Responsibilities Workforce Analytics Manage the end-to-end WFM process for the Business Control craft, encompassing FTE forecasting, headcount tracking, and capacity planning scenarios. Lead the Month-end close process for staff costs and workforce metrics, collaborating with Accounting, Biz Ops, and People stakeholders. Maintain and enhance headcount and workforce models (e.g., budget vs. actual, plan vs. forecast, location mix, internal vs. external resources). Perform variance analysis on FTE, salary, and people-related opex, highlighting risks and opportunities for Finance and People leadership. Develop and prepare recurring workforce reports and dashboards (e.g., monthly headcount packs, attrition overviews) for FP&A leadership, People teams, and HR Business Partners. Planning Cycles Own and contribute to the annual budget, quarterly forecast, and long-range planning cycles for headcount and people-related costs across Enabling Functions and relevant FP&A teams. Establish governance structures and planning for contingent workforce tracking. Ensure alignment between position management, job requisitions, and budgeted roles by partnering with People, Talent Acquisition, and FP&A stakeholders. Business partnering & Strategic Support Serve as the day-to-day analytical partner for FP&A business controllers and People teams on critical workforce topics (e.g., org design changes, location strategy, role leveling). Support strategic business cases by conducting scenario modelling (e.g., ramp-up/down options, outsourcing vs. in-house, productivity initiatives). Translate complex workforce data into clear, actionable insights and recommendations for non-financial stakeholders. Process Improvement & Digital Enablement Drive standardization and simplification of workforce management processes, templates, and definitions across FP&A and Enabling Functions. Work closely with the internal Anaplan team on identifying and implementing new enhancements. Contribute to the design, testing, and adoption of digital tools and self-service reporting (e.g., Anaplan, OneStream, digital dashboards) to enhance efficiency and insight delivery. Consolidate data from Workday/HRIS, finance systems, and planning tools to create robust, reconciled workforce datasets for analysis and reporting. Continuously monitor and improve data quality, controls, and documentation (e.g., reconciliations, runbooks, OpDocs) related to workforce planning.
Qualifications & Skills: Bachelor’s degree in Finance, Economics, Business, Data/Analytics, or a related field. Typically 3–5 years of relevant experience in FP&A, business controlling, or data/people analytics (ideally in a large, matrixed, or tech‑driven environment), experience specifically in the WFM area is preferred. Experience working with headcount / HRIS data (e.g., Workday) and financial planning tools (e.g., Anaplan, OneStream, or similar) is strongly preferred. Strong proficiency in Excel / Google Sheets; comfortable working with large datasets and complex models. Exposure to digital visualization tools (e.g., Tableau, Power BI, MicroStrategy) is a plus.
Analytical rigor: Able to structure problems, work with imperfect data, and derive clear insights and scenarios. Attention to detail: High standard of accuracy and consistency in numbers, definitions, and reconciliations. Stakeholder management: Comfortable working with Finance, People, and business leaders; able to challenge and influence with data. Communication: Able to distill complex workforce and financial topics into clear messages and visualizations for different audiences. Ownership & drive: Proactive, organized, and able to manage multiple priorities in a fast‑paced environment. Change mindset: Curious, open to new tools and ways of working; motivated by helping transform FP&A and the WFM team to be more digital, streamlined and insights‑driven.
Benefits & Perks - Global Impact, Personal Relevance:
Booking.com’s Total Rewards Philosophy is not only about compensation but also about benefits. We offer a competitive compensation and benefits package, as well unique-to-Booking.com benefits which include:
Annual paid time off and generous paid leave scheme including: parent, grandparent, bereavement, and care leave
Hybrid working including flexible working arrangements, and up to 20 days per year working from abroad (home country)
Industry leading product discounts - up to 1400 per year - for yourself, including automatic Genius Level 3 status and Booking.com wallet credit
**Inclusion at Booking.com: **
Inclusion has been a core part of our company culture since day one. This ongoing journey starts with our very own employees, who represent over 140 nationalities and a wide range of ethnic and social backgrounds, genders and sexual orientations.
Take it from our Chief People Officer, Paulo Pisano: “At Booking.com, the diversity of our people doesn’t just build an outstanding workplace, it also creates a better and more inclusive travel experience for everyone. Inclusion is at the heart of everything we do. It’s a place where you can make your mark and have a real impact in travel and tech.”
We ensure that colleagues with disabilities are provided the adjustments and tools they need to participate in the job application and interview process, to perform crucial job functions, and to receive other benefits and privileges of employment.
This role does not come with relocation assistance.
Booking.com is proud to be an equal opportunity workplace and is an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. We strive to move well beyond traditional equal opportunity and work to create an environment that allows everyone to thrive.
Pre-Employment Screening
If your application is successful, your personal data may be used for a pre-employment screening check by a third party as permitted by applicable law. Depending on the vacancy and applicable law, a pre-employment screening may include employment history, education and other information (such as media information) that may be necessary for determining your qualifications and suitability for the position.