People costs FP&A specialist

Action: Direct month-end accounting closing routines across all European entities for internal payroll, social charges, contractor expenses, and bonus accruals, executing deep-dive variance analyses against reforecasts.

Output: Institutional-grade monthly closing packs, exhaustive cost-trend commentary, and granular variance bridge reports shared directly with Finance leadership, the CHRO, and HRBPs.

Metrics: Timely and accurate monthly closing execution (Day +3 target), 100% reconciliation accuracy between HRIS, accounting, and EPM, and zero unflagged workforce spend variances.

Action: Architect, update, and stress-test baseline workforce financial models for annual budgets, quarterly reforecasts, and monthly rolling P&L landing projections across both internal headcount and freelancers.

Output: Dynamic, multi-scenario rolling headcount and personnel cost models integrating recruitment ramp-ups, turnover assumptions, and localized social charges across European entities.

Metrics: Budget-to-actual variance margin (<2% tolerance on personnel spend), forecast reliability index, and timely completion of quarterly budget cycles.

Action: Own the Amalia compensation management platform end-to-end, calculating and validating quarterly Commercial and Operations bonus payouts while analyzing bonus trends, run-rate adjustments, and potential financial risks.

Output: Audited quarterly bonus distribution files, commission payout statements, and forward-looking incentive cost impact analyses.

Metrics: 100% on-time and error-free quarterly bonus payout execution, payout dispute rate (<1%), and model-to-budget commission run-rate fidelity.

Action: Serve as the dedicated business owner for Malt’s Pigment People App, leading the design, formula enhancement, user testing, continuous maintenance, and seamless integration with HRIS data.

Output: A scalable, automated workforce monitoring and planning application serving as the single source of truth for headcount tracking and scenario modeling.

Metrics: Platform uptime and data sync integrity (>99%), active adoption by the CHRO, HRBPs, and Finance stakeholders, and manual spreadsheet reduction (>80%).

Strategic HR & C-Level Partnership: Partner closely with the CHRO to co-design hiring plans, anticipate headcount trade-offs, and back up organizational decisions with solid financial scenarios.

Advanced Multi-Dimensional EPM Architecture: Master Pigment modeling, data pipelines, and logic structuring for rapid organizational scale.

Workforce Unit Economics & Efficiency: Evaluate and optimize cost per head, productivity ratios, blended freelancer-to-permanent resource ratios, and capacity utilization across Europe.

Incentive Compensation Optimization: Leverage compensation analytics to design balanced bonus payout curves that reward top-tier performance while protecting company margins.

Day 30: Immerse yourself in Malt’s business model and workforce structure while establishing strong operating cadences with your FP&A manager, the CHRO, HRBPs, and the HRIS team. Audit current people-cost models, map out data flows between HR tools and Pigment, and master the month-end closing routine for payroll and freelance accruals.

Day 90: Assume full operational ownership of the Pigment People App and quarterly Amalia bonus calculations, delivering error-free incentive runs and granular variance analyses. Deliver your first quarterly workforce reforecast cycle autonomously, presenting key efficiency drivers and headcount budget landing precision directly to the FP&A manager and the CHRO.

Day 180: Run Malt’s entire people cost and workforce planning function with end-to-end autonomy across all European markets. Elevate the Pigment People App into an automated, self-serve planning hub for the People team, proactively submitting forward-looking resource allocation models directly to the CHRO and executive leadership.