HR Sr. Manager

When was the last time you achieved the impossible? If that thought feels overwhelming, you might want to pause here, but if it sparks excitement… read on. In 2015, we pioneered a “moneyball for biotech” approach, pooling projects and promising early‑stage research from academia together under one financial umbrella to reduce risk and unleash innovation. This model allows science and small teams of experts to lead the way. We build bridges to groundbreaking advancements in rare disease and develop life‑changing medicines for patients with unmet needs as fast as possible. Together we define white space, push boundaries, and empower people to solve problems. If you’re someone who defies convention, join us and work alongside some of the most respected minds in the industry. We’ll ask “why not?” and help re‑engineer the future of biopharma. At BridgeBio, we value curiosity and experimentation—including the ethical and thoughtful use of AI to improve clarity, speed, and quality of work. About the Role The People Operations, Systems & Innovation team builds the operational infrastructure powering BridgeBio’s People function—replacing fragmented, manual processes with intelligent, integrated systems that scale with a commercial‑stage biotech. Our north star is an AI‑native People operating model where Workday, Greenhouse, ServiceNow, and Moveworks function as a single system, routine HR volume is handled by intelligent agents, and every process is designed for where we are going—not optimized for where we are. The Business Systems Manager is BridgeBio’s senior functional owner across this stack. Operating within a joint IT & People Technology model, this role owns product and system administration for all People systems and actively shapes the team’s AI architecture and innovation agenda. This is not a ticket‑queue role. The Business Systems Manager drives a structured roadmap, governs IT/People change control, translates business requirements into system design, and ensures every configuration decision is made before building. This role is equally fluent in system architecture and employee experience design—and brings both lenses to every project they own. Core Responsibilities Systems Ownership Serve as primary functional administrator and HRIS product owner for Workday HCM across Core, Compensation, Talent, Absence, and Benefits Own the People systems SDLC end‑to‑end—from requirements through UAT sign‑off, Go/No‑Go, hypercare, and project closure Lead structured requirements gathering with business owners across People, Finance, Legal, and TA; translate into PRDs, process flows, and formal test plans Manage semi‑annual Workday release cycles: feature evaluation, impact assessment, testing coordination, and change communication Own the enhancement intake and prioritization pipeline, maintaining a versioned requirements library across all People systems Integrations, Compliance & Controls Monitor and maintain all People system integrations (Workday, Greenhouse, VNDLY, Payroll, Benefits, ServiceNow); target less than 1% error rate month‑over‑month Serve as named HR Business Process Owner in SOX documentation—co‑approving in‑scope change evidence with the IT System Owner Maintain user access controls, SoD controls, and UAR evidence across all audit cycles Contribute to the team’s AI innovation agenda—evaluate and deploy AI‑native tools and LLM‑based automations across the HR technology stack Architect AI‑powered workflows in Moveworks/Maverick and Databricks; build data pipelines from Workday, Greenhouse, and ADP to support workforce planning and analytics Own the Maverick People Assistant implementation: service catalog design, CMS authoring standards, agentic workflow configuration, and the Moveworks‑to‑ServiceNow integration layer Govern all AI deployments through a responsible AI framework (fairness, data privacy, compliance, auditability, human oversight) before production Employee Experience & Service Design Design People systems from the employee’s perspective—map the full HR journey, identify friction points, and ensure configuration produces an intuitive, consistent experience Own the HR service catalog: define every People team service, its delivery channel, SLA, and experience metrics Architect the self‑service channel strategy across Workday, ServiceNow, and the AI People bot; measure containment rate and time‑to‑resolution as primary KPIs Own Greenhouse ATS configuration end‑to‑end—pipeline architecture, interview kits, scorecards, offer workflows, and data hygiene Manage the Greenhouse‑to‑Workday integration: zero manual rekey from offer acceptance through Day 1 provisioning Own the VNDLY contingent workforce platform: onboarding/offboarding workflows, tenure monitoring, classification controls, and Workday record synchronization Who You Are Intentional and outcomes‑driven —you lead with conviction, make data‑informed decisions, hold high standards, and communicate with candor Systems Depth : 5+ years of hands‑on Workday HCM administration as a named system owner or HRIS product owner in a regulated environment; demonstrated Greenhouse ATS and VNDLY (or equivalent VMS) experience Configuration Expertise : Deep knowledge of Workday business processes, security roles, calculated fields, and EIB imports; hands‑on ServiceNow HRSD configuration; SOX ITGC compliance with named control ownership Requirements & Delivery : Proven ability to lead structured discovery with non‑technical business owners and translate requirements into PRDs, SDDs, and test plans across the full SDLC Data & Analytics : Comfortable with Workday Report Writer, EIB, and structured data; Databricks/SQL for people analytics pipelines is a strong plus AI & Automation : Demonstrated experience evaluating and deploying AI/LLM tools; hands‑on Moveworks or equivalent conversational AI platform experience (agent configuration, intent taxonomy, RAG) strongly preferred; familiarity with low‑code automation (n8n, Zapier, Cowork) and responsible AI governance Experience Designer : You think in journeys and service catalogs, not tickets and configurations; track record of using listening data to drive measurable improvements Cross‑Functional Partner : Proven ability to build credibility across IT, Finance, Legal, and TA—equally comfortable co‑signing a SOX control and running a discovery session with an HRBP On‑site Commitment : Based in the San Francisco Bay Area; available to work regularly from SF and Palo Alto offices At BridgeBio, we strive to provide a market‑competitive total rewards package, including base pay, an annual performance bonus, company equity, and generous health benefits. We offer a comprehensive benefits portfolio that may vary by location. Market‑leading compensation 401(k) with employer match Employee Stock Purchase Program (ESPP) Pre‑tax commuter benefits (transit and parking) Referral bonus for hired candidates Subsidized lunch and parking on in‑office days 100% employer‑paid medical, dental, and vision premiums for you and your dependents Health Savings Account (HSA) with annual employer contributions, plus Flexible Spending Accounts (FSA) Fertility & family‑forming benefits Expanded mental health support (therapy and coaching resources) Hybrid work model with flexibility Flexible, “take‑what‑you‑need” paid time off and company‑paid holidays Comprehensive paid medical and parental leave to care for yourself and your family People are part of our growth and success story—from discovery to active drug trials and FDA pipelines, there are endless opportunities for skill development and internal mobility We provide career pathing through regular feedback, continuous education, and professional development programs via LinkedIn Learning, LifeLabs, and BetterUp Coaching We celebrate strong performance with financial rewards, peer‑to‑peer recognition, and growth opportunities #J-18808-Ljbffr BridgeBio Pharma