The role you're interested in...

The Director, Corporate FP&A, is the planning, forecasting, performance reporting, and financial storytelling leader for the Finance team. This role owns the integrated Planning and Forecasting Calendar, leads the FP&A contribution to month-end close and management presentations, and directs quarterly forecasts and related executive materials. The Director synthesizes business and financial performance into a clear month-end story-connecting actual results, outlook, risks, opportunities, and required actions for senior Finance and business leaders. The role also leads a Manager, FP&A, ensuring strong execution today while advancing the processes, systems, data, and capabilities required for the future. This role report into our VP, FP&A.

The work environment...

So, what's it like to work here? If you're based in the greater Bay Area, you'll walk into our Emeryville office each Tuesday morning and start the in-person portion of our hybrid work week at our weekly all-company meeting and find close to 200 of your colleagues, some sitting with their dogs, talking excitedly through the week ahead and watching a newer teammate tell their personal life and career journey followed by a quick update on any hot topics that might be relevant to the week ahead.

We are a dynamic, HYBRID workplace, with an expectation that all employees come into the office Tuesday through Thursday. We are very intentional about connecting in person for things like innovation, impromptu collaboration, having respectful challenges to get to better decisions, leadership role-modeling, and culture building. Great work cultures are built on stories about what great looks like in practice, and great stories during virtual meetings just don't happen. The expected pay scale for this role is $200k to $220k, which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role.

At the beginning of 2026, we moved into our massive modern 133,000 square foot headquarters in Emeryville, California, complete with spacious personal workspaces, gym with rock-climbing wall, a café, free onsite parking, tons of greenery, and many transportation options.

You're excited about this opportunity because your time will be filled with...

Lead the Enterprise Planning Rhythm: 35% of Time

• Own and publish the integrated Planning and Forecasting Calendar, aligning annual planning, long-range planning, quarterly forecasts, month-end close, management reporting, and key Finance governance milestones across the BRBR group.
• Lead the quarterly forecast process from assumptions and submissions through consolidation, challenge, scenario analysis, executive review, and final communication.
• Establish clear deliverables, owners, controls, and decision points; proactively resolve dependencies and competing priorities across business units and Finance teams.
• Maintain an integrated view of the income statement, balance sheet, cash flow, and key operating drivers, ensuring plans and forecasts are coherent and decision-ready.

Own Month-End Performance and the Finance Story: 35% of Time

• Lead Corporate FP&A activities for month-end close in partnership with Accounting and business Finance teams, including variance analysis, accrual review, trend assessment, risks and opportunities, and outlook implications.
• Craft the consolidated month-end story for the BRBR group Finance team, translating complex performance into a concise narrative that explains what happened, why it happened, what changes next, and where leadership action is required.
• Own the preparation and quality of monthly and quarterly presentations for Finance and executive leadership, ensuring consistency of messages, metrics, assumptions, and supporting analysis.
• Connect results across businesses and functions, identify enterprise themes, challenge unsupported conclusions, and elevate material insights, trade-offs, and decisions.
• Develop reporting standards and performance indicators that improve visibility, accountability, and confidence in management information.

Lead the Team and Transform Corporate FP&A: 30% of Time

• Lead, coach, and develop the Associate Director, Finance Transformation, and Manager, FP&A, setting clear outcomes, strengthening succession and capability, and creating an inclusive, high-accountability team environment.
• Define the roadmap for Corporate FP&A process, system, data, and reporting improvements in partnership with the Finance Transformation leader; sponsor adoption and ensure benefits are realized.
• Standardize and simplify planning, forecasting, close, and reporting practices while preserving the business insight required for effective decision-making.
• Build strong partnerships with Accounting, business-unit Finance, and functional leaders, influencing without authority and managing competing enterprise priorities.
• Provide strategic analysis, scenario planning, and decision support on material enterprise opportunities, risks, and investments.

The daily stuff that everyone does but few quantify

• Attending meetings and presentations
• All hands, team, and cross-functional meetings
• Participating in company-wide activities and events galore
• Impromptu conversations with colleagues
• Administrivia like email, calendaring, expense reports, and other non-value-added work

What are we looking for?

Education:

• Bachelor's degree

Experience:

• 10+ years of progressive Finance experience, including significant Corporate FP&A experience in a complex, multi-business or public-company environment.
• Demonstrated ownership of enterprise planning, quarterly forecasting, month-end performance reporting, and executive-level presentations.
• 5+ years of people leadership experience, including leading managers or senior individual contributors and developing high-performing teams.
• Experience leading Finance process, systems, data, or reporting transformation; consumer products experience is a plus.

Skills and mindset:

• Deep expertise of Corporate FP&A, including integrated planning, forecasting, variance analysis, management reporting, and scenario modeling.
• Executive-level financial storytelling: able to distill complex results into a clear narrative, implications, and actionable recommendations.
• Strong operating discipline and program management, with a record of delivering high-quality outputs across demanding and overlapping Finance cycles.
• Highly credible and influential partner to senior executives, Accounting, business-unit Finance, BellRing (BRBR) Finance and cross-functional leaders.
• Advanced Excel and PowerPoint skills with strong fluency in ERP, EPM, business intelligence, and reporting tools.

What the work is like:

• You'll spend a significant portion of your day working on a computer, reviewing data, creating reports, communicating with partners, and joining virtual and in-person meetings
• This role requires frequent and ongoing use of a keyboard, mouse, phone, and other office technology
• You'll regularly navigate multiple systems at once, analyze detailed information, and shift between competing priorities and deadlines
• You'll communicate regularly with team members, cross-functional partners, external partners, and leaders through meetings, Outlook based email, messaging platforms such as Microsoft Teams, and presentations
• Occasional movement around the office may be required for meetings, collaboration, and team activities
• May occasionally lift or move office materials weighing up to 10 pounds

So, if after reading through this long list you're thinking-I'm not sure I meet 100% of these requirements, should I still apply? YES-if you embody a growth mindset, see challenges as opportunities to develop, and find innovative ways to get the real work that matters done, you sound like our kind of candidate!

The 5 capabilities or mindsets most relevant to this role:

1. Enterprise Ownership and Operating Discipline
2. Strategic and Commercial Judgment
3. Executive Communication and Financial Storytelling
4. Talent Leadership and Coaching
5. Transformation and Continuous Improvement

You will thrive here and may just do the best work of your life if...

• You want to be an integral part of shaping and nurturing an amazing work culture
• You are comfortable being natural, casual, open, and even a bit playful at work
• You can do periods of focused, deep work on projects that drive the needle

This may not be your ideal next career move if you like...

• ...a lot of structure, rules, and uniformity
• ...avoiding ambiguity or experimentation are not your jam
• ...to resolve challenging interpersonal situations over email or instant messaging
• ...managing from behind your computer and demonstrating excellence through email

Here's the deal with our not-so-standard, um...standard interview process because we know you are the curious type, which is why you're still reading this...

• Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have
• Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you-and who wants that, right?):
  • A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don't do panel interviews because they don't give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we're probing different capabilities)
• A case study or job task to simulate what you'd actually be doing in the role might be included (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don't have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops.
• Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid groupthink with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big de