Original listing text, shown exactly as published by the company.
What You’ll Do
Headcount Planning & Reporting
- Own the end-to-end headcount planning process: annual budget, quarterly re-forecasts, and monthly actuals — covering all cost centers across the company.
- Consolidate and publish monthly, quarterly, and annual headcount reports integrating data across HR and financial planning systems, maintaining a single, auditable source of truth.
- Partner with HR and business leaders to align workforce plans with strategic and financial constraints, tracking hiring against budget and flagging risks proactively.
- Monitor headcount cost-to-revenue ratios and model the P&L impact of hiring decisions, scenario changes, and timing shifts.
- Deliver timely, high-quality HC insights to operational leaders across Product, G&A, and GTM so they can make informed workforce decisions.
Expense Budget vs. Actual Analysis
- Own company-wide spend planning and reporting across all cost centers, producing accurate and timely budget vs. actual analyses each period.
- Partner with each FP&A pillar (Product, G&A, GTM) to deliver expense deliverables and variance commentary that enable faster business decisions.
- Identify and clearly communicate spending variances, trends, and root causes to FP&A leadership and operational partners.
- Maintain and improve the expense reporting infrastructure, driving model accuracy, automation, and faster close cycles.
- Support Corporate FP&A on consolidated HC and spend views that feed the overall P&L and financial statements.
Data Integrity, Controls & Process Excellence
- Ensure data integrity and governance across HR and financial planning system integrations for all HC and spend data, owning data quality end-to-end.
- Build and maintain audit-ready workflows for every CoE process, with clear controls documentation aligned to IPO-readiness standards.
- Develop SOPs and playbooks for every HC and spend process so that operations are standardized, transferable, and resilient to team changes.
- Identify and lead opportunities to automate repetitive workflows — leveraging AI tools, planning system automation, and scripting to reduce manual effort and increase throughput across the CoE.
- Actively apply AI tools (e.g., Claude, Copilot, ChatGPT) as a practitioner — using them to accelerate analysis, improve output quality, draft variance commentary, and streamline reporting processes.
- Champion a culture of continuous process improvement: always asking how the CoE can deliver the same or better output with less manual effort.
Team Leadership & CoE Development
- Recruit, onboard, and develop a small team of Mexico-based FP&A analysts with structured 30/60/90-day plans focused on HC and spend operations.
- Create clear career paths and growth tracks for CoE team members, establishing a culture of rigor, ownership, and accountability.
- Build bench depth through cross-training and documented backups for every HC and spend process, ensuring resilience and no single point of failure.
- Set a high bar for quality: implement quality gates on every deliverable before it leaves the CoE, ensuring outputs are accurate, clear, and decision-ready.
What You’ll Bring
Experience
- 8+ years of progressive FP&A experience, with a focus on headcount planning and/or expense management in a global company (technology company preferred).
- 3+ years of direct people management experience, with a demonstrated ability to develop analysts and build high-performing teams.
- Experience owning FP&A processes end-to-end — planning, reporting, variance analysis, and close support — across multiple cost centers simultaneously.
- Track record of building or improving FP&A processes, SOPs, and financial controls — ideally in a high-growth, IPO-preparing, or public-company environment.
- Experience working closely with HR on headcount planning and workforce data, including familiarity with HRIS and financial planning system integrations.
Skills & Capabilities
- Strong financial modeling capability; advanced Excel proficiency required.
- Exceptional attention to detail and a quality-first mindset — you take pride in delivering outputs that are accurate, clear, and audit-ready.
- Excellent written and verbal communication skills in English and Spanish; comfortable presenting findings to senior leaders and cross-functional partners.
- Highly analytical problem-solver: comfortable handling large datasets, identifying trends, and translating numbers into clear, actionable narratives.
- Active user of AI tools (e.g., Claude, ChatGPT, Copilot) to accelerate analysis, automate routine tasks, and improve the quality and speed of FP&A deliverables. We expect this person to be a practitioner — not just curious about AI, but actively applying it as part of their daily workflow.
- Builder’s mindset: energized by creating structure, documenting processes, and scaling operations — not just maintaining them.
- Collaborative and low-ego working style; able to build trust across Finance, HR, and operational partners across multiple time zones.
- Experience with ERP or accounting systems (e.g., NetSuite) and close partnering with Accounting for month-end.
Nice to Haves
- Experience with Workday (HRIS) and Adaptive Insights, including familiarity with HC-to-finance data flows and integration governance.
- Familiarity with data and BI tools (e.g., Power BI) and/or basic SQL for querying financial or headcount data.
- Experience supporting or preparing for an IPO, audit process, or SOX compliance environment.
- Exposure to AI-driven process automation, RPA tools, or scripting (Python, VBA) in a finance context.
Education
- Bachelor’s degree in Finance, Accounting, Economics, Business, or a related field required.
- MBA, CPA, CPC, or equivalent advanced degree a plus.
