Designing your FP&A Team Structure

The best way to structure an FP&A team depends on the size, industry, and unique needs of the organization. However, there are some general guidelines to follow when building and hiring for your finance team.

  • Align with organizational strategy: Ensure that the FP&A team's goals and activities are aligned with the overall strategic objectives of the organization. This alignment will enable the team to provide relevant insights and support informed decision-making.
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  • Segmentation by function: Divide the FP&A team into functional groups based on the primary responsibilities they will be handling, such as budgeting and forecasting, financial analysis, and strategic planning. This division allows team members to focus on their areas of expertise and fosters efficiency.
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  • ‍Centralized vs. decentralized structure: Consider whether a centralized or decentralized structure is appropriate for your organization. A centralized structure has all FP&A functions consolidated in one team, while a decentralized structure has FP&A professionals embedded within various business units. Both structures have their advantages and drawbacks, so choose the one that best fits your organization's culture, size, and business needs.‍
  • Establish clear roles and responsibilities: Clearly define the roles and responsibilities of each team member to avoid confusion and ensure accountability. Typical roles within an FP&A team include FP&A Manager, Senior Analyst, Analyst, and support staff. Each role should have a clear job description, outlining its primary responsibilities and expected contributions to the team.‍
  • Collaboration with other departments: Foster collaboration between the FP&A team and other departments within the organization, such as HR, engineering, operations, and marketing. This collaboration enables the FP&A team to gain a comprehensive understanding of the business and ensures that insights and recommendations are relevant and actionable.‍
  • Invest in technology and automation: Equip the team with the necessary FP&A software and technologies to streamline processes, automate repetitive tasks, and enhance data-driven decision-making, such as leveraging Vareto to save 20-30 hours a month. This investment will enable the team to focus on high-value activities, such as strategic planning and performance analysis vs. low-value manual work. 
  • Continuous improvement and talent development: Encourage continuous learning and professional development within the FP&A team. Invest in training programs, workshops, and certifications to help team members stay updated on industry trends, develop new skills, and advance in their careers. Key skills include storytelling, creating alignment, and operational excellence.

The best FP&A team structure depends on the organization's unique needs and circumstances. By following these guidelines and adapting them to your specific context, you can create an FP&A team that delivers valuable insights, supports strategic decision-making, and drives business growth.

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