Tilt’s Post

## Synergy Between CFO and CHRO: A Powerful Partnership for Value Creation## In today's dynamic business landscape, collaboration and cross-functional alignment are critical for driving sustainable success. Two key roles that hold immense potential for synergy are the Chief Financial Officer (CFO) and the Chief Human Resources Officer (CHRO). By working together, they can unlock significant value for their organizations. Here are some key areas where CFO-CHRO synergy can create a powerful impact: 1. Strategic Workforce Planning: CFO:Provides insights into financial forecasts, market trends, and growth plans. CHRO:Aligns talent acquisition, development, and retention strategies with the organization's financial goals. Synergy:Enables proactive workforce planning that optimizes talent costs, ensures availability of critical skills, and supports business objectives. 2. Talent Management and Development: CFO:Analyzes the return on investment (ROI) of talent initiatives. CHRO:Develops and implements talent management programs that enhance employee engagement, productivity, and retention. Synergy:Drives data-driven talent decisions, ensuring investments in human capital yield maximum value. 3. Compensation and Benefits Optimization: CFO:Monitors compensation trends and analyzes the impact of benefits on the bottom line. CHRO:Designs competitive compensation and benefits packages that attract and retain top talent. Synergy:Optimizes compensation and benefits programs to ensure cost-effectiveness while remaining competitive in the talent market. 4. Performance Management and Analytics: CFO:Tracks key performance indicators (KPIs) related to employee productivity and cost efficiency. CHRO:Develops and implements performance management systems that align individual and team goals with organizational objectives. Synergy:Leverages data-driven insights to improve performance management, identify areas for improvement, and drive continuous improvement. 5. Change Management and Culture Transformation: CFO:Provides financial resources and risk management expertise during change initiatives. CHRO:Leads communication, training, and employee engagement efforts to ensure successful adoption of new strategies. Synergy:Creates a cohesive approach to change management that minimizes disruption and maximizes employee buy-in. By fostering a strong partnership, CFOs and CHROs can create a powerful synergy that drives value creation across the organization. This collaboration leads to a more engaged and productive workforce, optimized talent investments, and a sustainable competitive advantage. #CFO #CHRO #Synergy #ValueCreation #HumanCapital #TalentManagement #PerformanceManagement #ChangeManagement #GM #CEO #BOD

Unprompted positive feedback is always the best! Yesterday I got a note from a CFO to say ‘he’s been meaning to say for a while but he thinks the FD/CFO group I set up is one of the most relevant/informative forums he’s come across.’ We talk a lot about being more than just recruitment and our Connect groups do just that, they provide an instant network of peers to ask for advice, share best practice, get recommendations from. If you’re an FD or number one in HR and would like to join these groups let me know. I have also just launched one for MD/CEO’s of high growth businesses so again if you’re think you’d benefit from being involved send me a message and I’ll be in touch. #peertopeer #networking #FD #CFO #HRManager #HRDirector #CEO #MD

Here's our newly developed CFO (growth-focused) scorecard.  💸 Scorecards are invaluable in hiring because they ensure a structured, objective, and transparent selection process. By defining key competencies and requirements, scorecards help mitigate biases and enhance decision-making. They provide clear benchmarks against which all candidates can be measured equally, thus fostering a fair and competitive hiring environment. You can find the scorecard link in the comments 👇 #hiring #executivesearch #CFO #hiringscorecards

💡 Budgeting is a critical skill for TA leaders, yet many lack the insights needed to effectively plan for the future. With only 44% of TA professionals having visibility into their budget for the next 6 months—and just 10% able to forecast beyond 2 years—strategic decision-making can be challenging. To drive efficiency, optimize resources, and align recruitment efforts with business goals, TA leaders must adopt a CFO mindset and take a more long-term, data-driven approach to budgeting. Excited to share our new report on budgeting soon! #TalentAcquisition #Budgeting #TAstrategy #FactFriday #HRTech

Insights from Gusto's Finance Leaders on Strategic Headcount Planning Recently had the opportunity to learn from Somrat Niyogi (Partner at Recall Capital) and Rohit Divate (Finance & Strategy at Gusto) about headcount planning in high-growth companies. Here are key takeaways: * Visibility is crucial: Getting full visibility across various headcount is challenging but essential for effective planning. * Align with business outcomes: Headcount should be tied to achieving specific outcomes by target dates, ensuring alignment with broader business goals. * Collaborative approach: Leaders must listen, learn, and calibrate with each other to develop effective people strategies that support company objectives. * Iterative process: As the business evolves, continuously reassess team design and work methods to maintain optimal efficiency. * Dollar-based budgeting: Shift from roster-based to dollar-based headcount planning for greater flexibility and autonomy for team leaders. * Key metrics matter: Focus on Revenue Per Employee (RPE) as a crucial indicator of operational leverage and company health. * Consider countermetrics: Always evaluate metrics alongside their counterparts (e.g., ARR with CAC, Revenue with Free Cash Flow) for a holistic view. * Speed in decision-making: In rapid-growth environments, quick decisions are vital, even with incomplete information. * Finance leadership qualities: Great finance leaders excel in storytelling, influencing skills, and asking insightful "why" questions to foster understanding and build trust. Headcount planning is critical for business growth, project delivery, and meeting board expectations. By adopting these strategies, companies can better align their workforce with strategic objectives and drive sustainable growth. References are in the comments - check it out. #HeadcountPlanning #FinanceLeadership #StartupGrowth #BusinessStrategy

🎯 In today's market, finding the right CFO is more than just filling a role – it's about finding a strategic partner. Our blog dives into the evolving role of CFOs and how to attract top talent in this competitive landscape. 🤔 How has the role of the CFO changed in recent years? Share your insights below. 🔗 Explore the strategies to attract and retain top CFO talent: https://lnkd.in/g3Jk_T7M #CFO #financeleader #executivesearch #hiringstrategies #talentmanagement #benchmarksearch

Own Your Budget: Key Advice for Talent Acquisition Leaders 💼💡 Budget management often gets overlooked in TA, but it's crucial. Here’s a personal story and some advice: In one role, I discovered our team was on track to overspend by 700k due to incorrect budgeting. 🚨 This was a wake-up call. I worked closely with finance to bring the overspend down to 200k over 7 months. 💪 Key Takeaways: 1️⃣ Know Your Numbers: Understand your budget inside out. If you ask for additional hires, know the salary, hiring, ramp-up costs, ATS impact, and LinkedIn recruiter licenses. 📊 2️⃣ Build Financial Relationships: Approach finance with well-thought-out scenarios. Show them you've considered all angles and can speak their language. 🗣️💬 3️⃣ Think Long-Term: Whether it’s hiring or investing in new systems, always present the cost and long-term benefits. If you want a new system, don’t just say it’s shiny. Explain the ROI over time and any potential discounts. 📈 Remember, not knowing your numbers is the scariest part. Be prepared and make informed, impactful decisions. 💥 #TalentAcquisition #BudgetManagement #Leadership #FinancialResponsibility #Recruitment #TA

How much better would your job as a TA leader be if the CFO felt like this every time they saw you? "Impossible!" you say? Hardly. You just need to start speaking to them in a language they understand. Get your custom employer brand value report and show your CFO and the rest of the C-suite how much money you can save the company (all while hiring faster and better). Link in the comments. #Recruiting #Recruitment #TalentAcquisition #CFO

Are you a CEO, CFO, COO, Finance Director, CPO, HRD, or Operations Director in a Financial Services organisation? I am conducting an insight research paper to understand how businesses are progressing female talent into executive roles. Will you support me with this valuable research? Or do you know someone who is interested in this topic? I will anonymise insights and share key peer benchmark trends. Email me if you are open to learn more vicky@empoweredchange.co.uk #CEO #CFO #CPO #COO #femaletalent #womeninbusiness #seniorfemaleexecutives #insights #datatrends #business #financialindustry #financialservices

In a competitive talent market, it may be necessary to consider alternative strategies to identify and secure the right person for your portfolio business. This means looking at finance leader talent working in other industries, whose skills, experience and familiarity with your business model supersede their lack of sector expertise.   Those companies that search beyond their sector are not compromising on quality or making do. Quite the opposite. By broadening the talent pool, they are increasing their chances of finding the candidate who will have the greatest impact on their business.   Here are some of the key questions businesses should consider when assessing potential CFO candidates, all of which arguably carry more weight than the issue of sector experience.   Read our full article here: https://lnkd.in/eSzXnHwY   #privateequity #cfo #cforecruitment #interimmanagement