Sr. Financial Analyst

The FP&A Business Partner for Compensation & Headcount Management will serve as a key liaison between Finance, HR, and Talent Acquisition (TA) teams. This role is responsible for overseeing compensation-related matters, budgeting, forecasting, and managing headcount initiatives and associated expenses. The successful candidate will also drive various projects aimed at improving processes, automating systems, and enhancing data alignment across departments.

Responsibilities:
Business Partnering:

• Act as the primary business partner to the Chief People Officer and key reports.
• Serve as the liaison between HR Business Partners and Finance Business Partners, ensuring effective communication and coordination.

Data Alignment and Communication:

• Collaborate with HR and TA to align data between iCIMS, Workday, Adaptive, and Power BI Understand challenges and accomplishments with the HR/TA teams and communicate relevant insights to the FP&A team.
• Represent FP&A on compensation-related topics, including the Bonus Program, Pay Ranges, and the Approval Process for Bonuses/Out-of-Range compensation.

Budgeting and Forecasting:

• Budget and forecast compensation-related expense accounts, such as Benefits/Payroll Taxes, Merit, and Wages.
• Lead headcount-related initiatives, including Performance Management, Go Global, and Spyglass.
• Provide headcount related metrics included in Executive and Management Reporting

Contractor Management:

• Oversee contractor management, including systems and data management
• Make recommendations on process improvements, including a way to track forecast vs. Actuals at a position level (not just dollars)

TA Capacity:

• Track KPIs related to Hiring and Attrition and incorporate results into forecast assumptions Monitor and provide recommendations on hiring plans and adjustments
• Own the Hiring Forecast and Attrition Forecast, ensuring accuracy and alignment with organizational needs.

Headcount Management Process:

• Develop and provide tools for the team to effectively manage headcount.

Requirements:
Process Optimization and Best Practices:

• Conduct regular meetings with Finance Business Partners and stakeholders to assess current processes, identify best practices, uncover gaps, and stay up to date on current challenges.
• Optimize the position editing and publishing process

Automate Systems:

• Develop a logic-driven approach to automate Start Dates in Adaptive.
• Implement automation for attrition data and bridge iCIMS and Adaptive data by adding missing iCIMS fields into Adaptive.

Go Global Initiative:

• Develop and maintain external reporting decks for the ELT and provide internal materials for managing global roles.
• Successfully address cross-team questions and issues

TA/HR Metrics and TA Capacity Model:

• Develop and track MBOs and KPIs such as “Cost to Hire”, “Time to Fill”
• Create a flow chart of the “Vacancy to Hire” process including time
• Create, maintain, and regularly update the TA Capacity Model to guide hiring plans and adjustments.
• Use the model to determine the feasibility of hiring plans and drive necessary changes to the TA team.

Tool and Process Development:

• Design tools for managing headcount directly in Adaptive using reports and dashboards.
• Create tools for Finance Business Partners to use in their functional conversations to better explain variances and drive more accurate forecasts

Internal Reporting to FP&A:

• Generate reports on HR/TA metrics versus plans, Go Global progress, and forecasting accuracy.

JIRA Board Management:

• Develop a comprehensive method for tracking all position changes and reasons using JIRA, ensuring vertical integration among business partners (TA/HR/Ops/Comp/FP&A).

Overtime and Contractor Models:

• Develop models to track overtime hours and expenses, distinguishing between various categories.
• Create a contractor model to track hours and expenses effectively