Sr. Director, Head of Strategic FP&A

Role Description

The Sr. Director, Head of Strategic FP&A is a critical member of Zoetis' Corporate Finance leadership team, responsible for translating corporate strategy into disciplined financial plans, capital allocation decisions, and long-term value creation. The role reports into the Vice President, Head of Corporate FP&A and serves as a strategic thought partner to senior leadership, integrating scenario modeling, risk assessment, and financial analytics to inform key decisions and trade-offs. Partnering closely with FP&A, Strategy, BD/M&A, and business leaders, the Sr. Director ensures financial rigor, aligned assumptions, and consistent narratives across internal decision-making, Board discussions, and external communications. This leader owns the long-range planning framework, drives continuous improvement in strategic FP&A capabilities, and plays a central role in shaping executive- and Board-level financial narratives, with high visibility and regular interaction with senior executives. Overall, the role is pivotal in transforming FP&A into a strategic powerhouse, shaping the company's long-term direction and creating a unified narrative for internal and external stakeholders.

Responsibilities include but are not limited to:

Strategic Financial Leadership

• Translate corporate strategy into measurable financial targets, multi-year financial plans, and clear resource implications.
• Serve as a strategic thought partner to executive leadership, providing insight on trade-offs, risks, and value creation opportunities.

Long-Range Planning & Scenario Analysis

• Own the company's long-range planning (LRP) process, including development of scenario models, sensitivities, and an integrated risk framework.
• Ensure benefits and financial impacts of near-term initiatives are accurately reflected in the long-range outlook.
• Continuously refine assumptions and methodologies to improve forecast accuracy and strategic relevance.

Capital Allocation & Investment Governance

• Drive enterprise capital allocation and resource roadmap, including multi-year capex planning and investment prioritization.
• Establish financial frameworks to evaluate investment cases, portfolio optimization opportunities, and ROI tracking.
• Support disciplined decision-making across organic investments, innovation, and inorganic growth initiatives.

Strategic Partnerships & Growth Enablement

• Partner with Strategy, BD/M&A, VMRD, and Product Development to identify and evaluate future growth engines. Critical liaison role between these functions and various finance functions on business cases, valuation, synergy modeling, and post-investment performance tracking.
• Enable portfolio decisions through clear financial insights and data-driven recommendations.

FP&A Transformation & Analytics

• Lead FP&A continuous improvement initiatives, including process redesign, automation, and advanced data analytics.
• Champion scalable tools, standardized processes, and enhanced reporting to improve speed, accuracy, and insight.
• Elevate the FP&A function from reporting to proactive, strategic decision support.

Executive, Board & Governance Support

• Develop high-quality materials for the Board of Directors and Audit Committee, including long-range plans, strategic initiatives, and earnings.
• Clearly communicate complex financial concepts and scenarios to senior leaders and external stakeholders.

Enterprise Alignment & Forecasting Integrity

• Partner closely with Corporate FP&A to ensure data consistency, aligned assumptions, and a unified forecasting ecosystem across the enterprise.
• Maintain strong governance over financial models, metrics, and planning processes.

Team Leadership & Development

• Lead, mentor, and develop high-performing FP&A talent.
• Influence without authority across functions and senior stakeholders.
• Foster a culture of accountability, analytical rigor, and continuous improvement
• Champion a culture where FP&A is seen as a strategic partner across the business, elevating the function's role from financial stewardship to enterprise value architect

Overall, the role will be highly engaged with Executive management team and across the various finance teams. The successful candidate will lead of team of 2 to 3 finance professionals.

Requirements:

• Bachelor's degree in Finance or Accounting required; Master's, MBA or advanced credential (CPA, CFA) strongly preferred.
• Minimum 10-12 years of relevant work experience
• Exceptional analytical and problem-solving skills, with advanced proficiency in financial modeling (Excel), written analysis, and effective PowerPoint presentations for executive audiences.
• Hands-on experience with enterprise financial systems, including S4/HANA, Anaplan, HFM, Essbase, OneStream, or comparable platforms.
• Outstanding oral and written communication abilities; skilled at collaborating and influencing across all organizational levels.
• Strong narrative and storytelling capabilities-able to craft compelling data-driven presentations and business cases for leadership and board-level stakeholders.
• Demonstrated experience collaborating on enterprise strategy design and operational execution at scale.
• Proven ability to lead impactful change initiatives, extracting meaningful insights from analytics and driving continuous improvement.
• Strong record of partnering with and influencing matrixed teams and senior business leaders.
• Energetic, self-directed, and resilient leader who thrives in high-pressure, fast-paced environments and autonomously manages complex, competing priorities.
• Decisive and accountable; takes ownership and drives results within area of responsibility.
• Superior time management skills with a track record of producing results under tight deadlines.
• Proven commitment to developing high-performing teams; excels in coaching, mentoring, evaluating, and ensuring succession for key finance talent.
• Willingness to travel as needed for the role.

The US base salary range for this full-time position is $220,000 to $335,000. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the base pay target range for new hire salaries for the position. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

This position is also eligible for short-term incentive compensation

This position is also eligible for long-term incentives

In addition to compensation, Zoetis offers a comprehensive benefits package that supports the physical, emotional and financial wellbeing of our colleagues and their families includinghealthcare and insurance benefits beginning on day one, a 401K plan with a match and profit-sharing contribution from Zoetis, and 4 weeks of vacation.

Visit zoetisbenefits.com to learn more.

Any unsolicited resumes sent to Zoetis from a third party, such as an Agency recruiter, including unsolicited resumes sent to a Zoetis mailing address, fax machine or email address, directly to Zoetis employees, or to Zoetis resume database will be considered Zoetis property. Zoetis will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume.

Zoetis will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor but does not have the appropriate approvals to be engaged on a search.

Notice: Zoetis Recruiters will contact candidates via email from an address ending in @zoetis.com and may also initially connect with candidates through LinkedIn, including LinkedIn InMail. Zoetis does not use Gmail, Outlook, Yahoo, or other web-based/generic email domains to communicate about job opportunities, interviews, or offers of employment. If you receive a recruitment-related email message claiming to be from Zoetis that does not come from @zoetis.com, please treat it as suspicious. For your security, do not reply, click links, open attachments, share personal or financial information, or send money in response to unexpected or questionable recruitment communications.