Copy of Senior Manager FP&A

The Senior Manager of FP&A owns the forecasting, budgeting, and SaaS KPI reporting engine for a private equity-backed SaaS business, building scalable, driver-based models across revenue, margin, headcount, and cash flow to support disciplined growth and M&A execution. This is a hands-on role for someone who thrives in a lean, fast-moving environment - comfortable with ambiguity and imperfect data, and ready to bring more structure and rigor to the function over time.

Key Responsibilities

• Deliver high-accuracy revenue and operating profit forecasts, maintaining a low mean absolute percentage error for short-term outlooks.
• Own the monthly performance package, including KPI scorecards, margin bridges, variance analysis, and actionable recommendations for executive leadership.
• Build and maintain scalable, driver-based models across revenue, margin, headcount, and cash flow that connect financial signals to business levers.
• Establish and maintain a trusted SaaS/ARR reporting framework, including NRR, cohort analysis, CAC/LTV, and unit economics.
• Own the annual budgeting process and develop multi-scenario models that provide clear guardrails for runway, profitability, and capital allocation.
• Deliver scenario planning and sensitivity analyses to support pricing initiatives, GTM investment decisions, and headcount planning.
• Support M&A diligence and integration modeling - including quality of earnings review - partnering closely with the Director/VP of FP&A, who leads the overall diligence process.
• Partner with cross-functional leads in Operations, People, and Sales to maintain plan integrity and headcount forecast accuracy, with potential to manage a direct report as the team scales.

Requirements

• 6-9 years of progressive FP&A experience, including experience operating in a high-growth or PE-backed SaaS environment.
• Strong fluency in SaaS/subscription business models and metrics (ARR, MRR, NRR, cohort analysis, CAC/LTV, unit economics) and driver-based forecasting methodologies.
• Proven ability to build and maintain sophisticated, audit-ready operating models that connect financial signals to business levers.
• Comfortable operating in a lean, resource-constrained environment - able to work through unclean data, undefined processes, and ambiguity without losing momentum.
• Some direct exposure to M&A diligence and/or integration modeling, with comfort operating in a supporting capacity to a more senior deal lead.
• Advanced proficiency in structured, version-controlled Excel or Google Sheets modeling; SQL proficiency strongly preferred for independent data extraction and analysis.

Skills and Knowledge

• Familiarity with private equity-backed reporting standards and investor-style board cadences.
• Proficiency in scenario planning techniques, including the development of target and stretch financial goals.
• Tech-forward mindset, with hands-on experience or strong interest in using AI tools (e.g., Claude) to accelerate modeling, analysis, and reporting.
• Strong systems-thinking, with a focus on automation, process clarity, and data integrity.

Accommodations:

Harbor Compliance is committed to providing any reasonable accommodations for individuals with disabilities within our application and interview process. To request an accommodation due to a disability, please inform your recruiter.

Compensation:

Compensation at the time of offer is based on factors such as skill set, experience, qualifications, and work location. Salary is one part of Harbor Compliance's total compensation package. Other benefits may include health benefits, flexible paid time off, parental leave, fertility and adoption assistance, 401(k), and educational reimbursement. Note that the salary range and benefits apply only to U.S.-based candidates.

Pay Transparency Policy Statement
Harbor Compliance will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Harbor Compliance, or (c) consistent with Harbor Compliance's legal duty to furnish information.

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