FP&A Analyst

Job Description

Job Description

Why This Role Matters

As FP&A Analyst, you’ll be at the intersection of finance, operations, and strategy —helping leadership understand the story behind the numbers. Your work will enable our firm to make informed business decisions, allocate resources effectively, and support continued growth. This is a unique opportunity to apply your financial acumen to develop a forward-looking strategic financial planning approach to a 5+ year growth plan.

Key Responsibilities

• Financial Modeling & Forecasting : Develop, maintain, and improve financial models to support budgeting, forecasting, and long-range planning.
• Business Partnering : Collaborate with project managers, principals, and business unit leaders to provide insights on project and office-level performance.
• KPI Development : Track and report key performance indicators (utilization, profitability, backlog, etc.) to monitor financial health and operational efficiency.
• Scenario & Ad-Hoc Analysis : Conduct scenario planning and sensitivity analysis to evaluate risks and opportunities.
• Process Improvement : Support initiatives to streamline financial processes, reporting tools, and data visualization dashboards.

What We’re Looking For

What we offer

What does it look like working here?

We believe that building a strong community is about establishing a prevailing sense of fellowship among our team members, friends, and neighbors.

The rate for this position generally ranges between $75,000 and $100,000. This range is a good faith estimate provided pursuant to the New York Pay Transparency Law. It is based on what a successful New York applicant might be paid and assumes that the successful candidate will be in New York or perform the position from New York. Similar positions located outside of New York will not necessarily receive the same compensation. Actual pay rates may vary from the range, as permitted by New York Equal Pay Transparency Law. Compensation offers will be based on various factors, including operational needs, individual education, qualifications and experience, work location and comparison to employees already in the role, as well as other considerations permitted by law. A potential new employee's pay history will not be used in compensation decisions.

CPL does not accept unsolicited resumes from recruiting professionals or agencies, nor do we accept resumes from any source that does not reference a specific, open position. CPL will not be responsible for any fees arising from the use of resumes submitted by recruiting professionals or agencies that do not have a current placement fee agreement with CPL. All initial communication with recruiting professionals or agencies must go through our Talent Acquisition Team.