A twenty nine year old newly minted FP&A manager for an NYSE listed public company sat in utter bewilderment across CEO and CFO, as the CFO said to CEO, “the most important position in his department is FP&A”.
At a high level, the best-performing organisations take a more rigorous approach to FP&A. They have tightly integrated all the components of FP&A, merged operational and financial planning, and have a deep understanding of how operational metrics drive their financial results.
Following on from the success of the 7th London FP&A Circle, I had the pleasure of attending the 21st London FP&A Board which shares the latest professional trends and developments with the UK FP&A community, open exclusively by invitation to senior finance practitioners.
There’s a lot of buzz nowadays with regards to digitalization and how we all need to be ready for significant changes in our working environment and businesses.
So, you’re a C-suite executive, Vice President, Director, Manager, Senior, or Staff financial professional and a high potential and performance team member or members have left the company. The goal of this blog is to provide 5 success factors for retaining and building a FP&A dream team from the perspective of a high potential and performer millennial.
There’s been a steady move towards having more business partner roles in FP&A, similar to other support functions like IT and HR, but what does this all mean for FP&A?