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The Manager, FP&A will oversee the forecasting and management of personnel-related costs across the US market, with a primary focus on four key practice areas: US Creative, US Media, US CxM, and US D&T. This role is essential in ensuring accurate forecasting and management of salaries, benefits, headcount, and other personnel-related expenses, while transitioning to a standardized and centralized forecasting process across all practices. The Manager will be instrumental in aligning tools, platforms, and processes to meet organizational goals while driving efficiency and consistency across the market.

This position reports directly to the Director of Financial Planning & Analytics, and will work closely with the finance teams across practice areas, HR, Resource Management, Commercial Finance, Legal, and leadership to ensure consistency, integrity, and accuracy in forecasting personnel costs.

Main Responsibilities:

Personnel Cost Forecasting & Analysis:

• Lead the personnel cost forecasting process across the US market for the four practice areas, ensuring timely, accurate, and aligned forecasts of salaries, benefits, headcount, and related costs on a rolling basis.

• Collaborate with Resource Management (RM), HR, and Finance teams to gather and validate personnel cost data, including salary increases, promotions, benefits, and open requisitions.

• Utilize various forecasting platforms (Excel, SharePoint, D365, Workday, and others) to track, update, and analyze personnel cost data in alignment with business goals.

• Ensure that salary and benefit forecasts are accurate and aligned with the business’s contractual and strategic requirements, incorporating approved changes such as new hires, terminations, promotions, and benefits adjustments.

• Manage personnel cost forecasts by tracking key variables such as headcount, attrition, overtime, severance, and leave of absence impacts.

• Manage severance and other SRS-related costs, including Visas, Spot Bonuses, and unique one-time incentive constructs, such as commission structures specific to service lines. Collaborate with legal and other stakeholders to ensure accurate forecasting, tracking, and compliance with policies.

• Conduct scenario analyses to evaluate potential financial impacts from personnel-related changes and provide actionable insights to mitigate risks or capitalize on opportunities.

Main Responsibilities (continued):

Personnel Cost Management & System Integration:

• Standardize and optimize the personnel forecasting process across the different practices, addressing discrepancies in tools, platforms, and methodologies used.

• Work closely with FP&A leads to review forecasts and ensure consistency, identifying trends and opportunities to improve forecasting accuracy and efficiency.

• Oversee the integration of new tools and platforms for improved personnel cost forecasting and reporting, reducing manual work and enhancing the efficiency of the process.

• Oversee quality assurance (QA) processes for Workday dimensions, ensuring accuracy and consistency in joiners, leavers, and other personnel data. This includes identifying and addressing errors, managing updates, and coordinating APS tickets for timely resolution and continuous improvement.

• Address challenges around data sources, including discrepancies in data from HR, RM, and other systems such as D365 and Workday, and work to reconcile discrepancies proactively.

Process Standardization & Optimization:

• Collaborate with finance teams to ensure that personnel costs are aligned with the broader P&L forecasts, considering both direct and indirect personnel costs.

• Oversee the integration of new tools and platforms for improved personnel cost forecasting and reporting, reducing manual work and enhancing the efficiency of the process.

• Address challenges around data sources, including discrepancies in data from HR, RM, and other systems such as D365 and Workday, and work to reconcile discrepancies proactively.

• Collaborate with finance teams to ensure that personnel costs are aligned with the broader P&L forecasts, considering both direct and indirect personnel costs.

Month End Close Process Support:

• Consolidate labor cost data from various sources (e.g., RAP, Workday, SharePoint) for accurate forecasting and actuals reconciliation.

• Ensure timely and accurate accruals for personnel costs (e.g., salaries, benefits, commissions, severance) not reflected via invoice or payroll systems.

• Collaborate with HR and finance teams to update and validate recruitment, incentive, and severance costs based on the latest available data.

• Optimize the month-end close process by improving the consistency and accuracy of personnel cost data across systems, reducing discrepancies and manual updates.

Strategic Business Partnering:

• Serve as a trusted advisor to leadership by communicating key personnel cost trends, risks, and opportunities.

• Present insights and recommendations to senior leadership to support strategic business decisions.

• Work closely with HR, RM, and other finance teams to align headcount, recruitment, and staffing needs in line with budget forecasts.

Candidate Qualifications

Academics/Work Experience:

• Bachelor’s Degree in Finance, Accounting, Economics, or a related field; MBA or CPA preferred.

• 5+ years of progressive experience in financial analysis, budgeting, forecasting, and reporting, with at least 3 years in a managerial or leadership role.

Technical Competencies:

• Advanced proficiency in Excel (pivot tables, advanced formulas, modeling, etc.).

• Familiarity with financial systems and platforms such as D365, SAP BPC, Workday, SharePoint, and ADP

• Experience in personnel cost forecasting and tracking (salary, benefits, headcount)

Key Attributes:

• Strong analytical skills with attention to detail and the ability to manage complex data.

• Excellent communication skills, able to engage with senior leadership and cross-functional teams.

• Strategic thinker with a solutions-oriented approach to solving complex problems.

• Ability to manage multiple priorities and meet deadlines in a dynamic environment.

Career Horizons

• Growth into Senior Manager or Director roles overseeing broader FP&A responsibilities.

• Opportunity for lateral role moves within FP&A to deepen knowledge for future leadership role.

At dentsu, we believe great work happens when we’re connected. Our way of working combines flexibility with in-person collaboration to spark ideas and strengthen our teams. Employees who live within a commutable distance of one of our hub offices, currently located in Chicago, metro Detroit, Los Angeles, and New York City, are required and expected to work from the office three days per week (two days per week for employees based in Los Angeles). Dentsu may designate other Hub offices at any time. Those who live outside a commutable range may be designated as remote, depending on the role and business needs. Regardless of your work location, we expect our employees to be flexible to meet the needs of our Company and clients, which may include attendance in an office.

The annual base salary range for this position is ($94,000 - $125,000). Placement within the salary range is based on a variety of factors, including relevant experience, knowledge, skills, and other factors permitted by law. Additionally, this position is eligible for discretionary incentive compensation.

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