Director of Corporate FP&A
LeafFilter Gutter Protection · Hudson, OH · 1 mo ago
On-siteFinanceFull-time
We need to output HTML fragment with sections: About the role? Actually the posting includes "About Leaf Home", "Why Leaf Home", "Position Summary", "Essential Duties and Responsibilities:", "Experience and Minimum Qualifications:", "Preferred Knowledge, Skills, Abilities or Certifications:", "Travel Requirements:", "Overtime/Additional Hours Requirements:", "Physical Requirements:", "Physical Requirements:", "Are We Your Company? Focused on Growth", "What We Offer", "Additional Perks", "Awards and Recognition", "Diversity and Equal Opportunity", "Americans with Disabilities Act Statement and Contact". We need to filter: remove boilerplate like EEO, legal, etc. Also remove navigation, cookie, etc. Also remove duplicated lines. Must not repeat job title as heading. Use for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to those headings where appropriate. Use only sections that have real specific content. Not create Pay/Schedule/Benefits unless posting actually states them. The posting mentions "Industry-leading compensation package", "Competitive medical, dental, and vision benefits after 60 days", "Retirement savings plan with company match", "Paid parental leave and generous paid time off programs", "On-campus fitness programs and meal delivery services", "Comprehensive health, wellbeing, financial wellness, and childcare benefits", "Opportunities for growth and advancement", "Additional Perks" includes employee assistance program, discount marketplace, flexible gym membership, employee resource groups. So we have Benefits content. Pay: only "Industry-leading compensation package" but no specific numbers. The rule: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. "Industry-leading compensation package" is vague but still states something about compensation. Is that considered filler? It's not a specific number but it's a statement. The rule says avoid filler like "commensurate with experience". "Industry-leading compensation package" is somewhat vague but still a statement. Might be acceptable as Benefits? Actually Benefits section is for benefits; Pay is separate. The posting does not give specific salary numbers, just says industry-leading compensation package. That could be considered vague but still some content. However the instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state compensation package, albeit vague. I'd include a Pay section with that statement? Might be considered filler. Safer to omit Pay section because it's not specific. Benefits we have specific items. Schedule: no mention of schedule (maybe occasional travel). Not schedule. So we may omit Schedule.
We need sections: About the role (maybe Position Summary), Responsibilities (Essential Duties and Responsibilities), Requirements (Experience and Minimum Qualifications), Skills (Preferred Knowledge, Skills, Abilities or Certifications), Benefits (What We Offer + Additional Perks). Also maybe "About the company" could be About Leaf Home but that's not a role. The instruction: use
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to those headings where appropriate. Use only sections that have real specific content. Not create Pay/Schedule/Benefits unless posting actually states them. The posting mentions "Industry-leading compensation package", "Competitive medical, dental, and vision benefits after 60 days", "Retirement savings plan with company match", "Paid parental leave and generous paid time off programs", "On-campus fitness programs and meal delivery services", "Comprehensive health, wellbeing, financial wellness, and childcare benefits", "Opportunities for growth and advancement", "Additional Perks" includes employee assistance program, discount marketplace, flexible gym membership, employee resource groups. So we have Benefits content. Pay: only "Industry-leading compensation package" but no specific numbers. The rule: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. "Industry-leading compensation package" is vague but still states something about compensation. Is that considered filler? It's not a specific number but it's a statement. The rule says avoid filler like "commensurate with experience". "Industry-leading compensation package" is somewhat vague but still a statement. Might be acceptable as Benefits? Actually Benefits section is for benefits; Pay is separate. The posting does not give specific salary numbers, just says industry-leading compensation package. That could be considered vague but still some content. However the instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state compensation package, albeit vague. I'd include a Pay section with that statement? Might be considered filler. Safer to omit Pay section because it's not specific. Benefits we have specific items. Schedule: no mention of schedule (maybe occasional travel). Not schedule. So we may omit Schedule.
We need sections: About the role (maybe Position Summary), Responsibilities (Essential Duties and Responsibilities), Requirements (Experience and Minimum Qualifications), Skills (Preferred Knowledge, Skills, Abilities or Certifications), Benefits (What We Offer + Additional Perks). Also maybe "About the company" could be About Leaf Home but that's not a role. The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those exact headings where applicable. So we will have:
About the role
with content from Position Summary and maybe About Leaf Home? The About the role should describe the role. Use Position Summary paragraph.
Responsibilities
with Essential Duties and Responsibilities content (list). Use - .
Requirements
with Experience and Minimum Qualifications.
Skills
with Preferred Knowledge, Skills, Abilities or Certifications.
Benefits
with What We Offer and Additional Perks combined.
We should not include sections like Qualifications separate from Requirements; we can combine.
We must preserve ALL substantive information; do not invent or summarize away detail. So we need to keep all bullet points etc.
We need to remove boilerplate: "About Leaf Home", "Why Leaf Home", "Are We Your Company? Focused on Growth", "Awards and Recognition", "Diversity and Equal Opportunity", "Americans with Disabilities Act Statement and Contact". Also remove "Travel Requirements", "Overtime/Additional Hours Requirements", "Physical Requirements". Those are not required headings; but we could maybe include them under Responsibilities? But they are not duties. The instruction: remove boilerplate, duplicated lines, and application instructions. Travel, overtime, physical requirements are not boilerplate but they are specifics. However we only have allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Travel etc not in list; we could omit them because they don't fit headings. But we must preserve ALL substantive information; if we omit them, we lose info. However we could incorporate them into Responsibilities or Requirements? Travel requirements could be part of Responsibilities? Not really. The instruction says "Prefer a few substantive sections over many thin ones." It doesn't forbid adding other headings, but says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive list? It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we should map all content into those categories. Travel, overtime, physical requirements could go under Responsibilities (maybe as part of role expectations). Or we could add a brief note under Responsibilities: "Occasional overnight travel required (1-10%); additional and non-standard hours may be required (exempt); normal office environment." That seems reasonable.
Similarly, "Are We Your Company? Focused on Growth" is marketing fluff; could be omitted as boilerplate? It's not required. Might be considered boilerplate. We'll omit.
Awards and Recognition: also boilerplate? Could be omitted.
Diversity and EEO: remove.
Thus we will produce HTML with sections:
About the role
Position Summary paragraph: The Director, Corporate FP&A is a strategic finance leader accountable for driving the FP&A processes across the Leaf Home enterprise. This role partners closely with senior finance leadership, Product FP&A teams, and functional leaders to deliver timely, accurate, and insight-driven analysis that informs decision making. This is a high-visibility, people-leader role responsible for Corporate FP&A and G&A FP&A, owning the cadence and quality of the company's operating planning, forecasting, and executive/board reporting.
Maybe also include a sentence about Leaf Home mission? Could be considered About the role? Probably not.
Responsibilities
- Lead the annual operating planning (AOP) process end to end, partnering with brand and functional leaders to build the company-wide budget and long-range plan
- Own the quarterly forecasting cycle, incorporating updated business trends, risks, and opportunities across brands and cost centers
- Own weekly pacing, tracking performance against plan and forecast in near real time and flagging emerging variances early enough to act on them
- Improve forecasting accuracy, planning cadence, and reporting tools to increase speed and analytical depth without adding cycle time
- Identify opportunities to streamline and automate planning, forecasting, and reporting processes, reducing manual effort and cycle time while improving accuracy and scalability
- Own the preparation and quality of board materials, ensuring a clear, accurate, and insight-driven narrative each cycle
- Lead monthly business reviews, synthesizing financial and operational performance into clear takeaways and recommendations for senior leadership
- Translate complex results — spanning sales, field operations, and installation economics — into clear, actionable insights for executive leadership
- Oversee consolidated P&L reporting and develop KPI dashboards supporting board presentations and monthly operating reviews
- Monitor performance against budget, forecast, and prior periods; deliver variance analysis that identifies root causes and recommends actions to improve margin, cash flow, and operating efficiency
- Lead advanced financial and operational analysis to explain performance drivers, surface risks and opportunities, and inform enterprise and brand-level decision making
- Partner with corporate strategy, brand leadership, and Sales and Operations teams to evaluate growth initiatives, pricing strategy, and unit economics
- Serve as a trusted advisor to executive leaders across Sales, Operations, and brand leadership, influencing outcomes through data-driven perspective and strategic counsel
- Lead cross-functional strategic projects from problem framing through recommendation and execution support
- Support M&A, integration, and footprint/expansion decisions through targeted financial analysis and leadership-ready recommendations
- Respond to investor requests and support due diligence efforts, preparing accurate, well-organized financial data and analysis for ownership and prospective transaction partners
- Serve as people leader for the Corporate FP&A team and G&A FP&A team, setting priorities, developing talent, and building a high-performing organization
- Build and develop an analytically strong, insight-driven FP&A team, anchored in executive-level communication, intellectual curiosity, and continuous improvement
- Strengthen consistency of narrative, analytical rigor, and messaging across corporate financial deliverables
- Identify and share best practices across the entire FP&A organization
- Occasional overnight travel is required (1-10%)
- Additional and non-standard hours may be required (exempt)
- Normal office environment
Requirements
- Bachelor's degree in Finance, Accounting, Economics, or a related field required; MBA and/or CPA preferred.
- 8+ years of progressive FP&A or corporate finance experience, including leadership responsibility for a team
- Experience in a large, complex, multi-location, or multi-brand organization; direct-to-consumer, home services, consumer products, or field-sales-driven business models strongly preferred
- Experience owning board reporting and executive/monthly business review materials.
- Experience supporting a private-equity-backed, high-growth, or highly acquisitive organization is a plus
- Must be legally authorized to work in the country of employment without sponsorship for employment visa status (e.g., H1B status).
Skills
- Advanced financial modeling, forecasting, and Excel/PowerPoint expertise, with strong storytelling and executive presentation skills.
- Proficiency with ERP, planning, and BI/reporting tools (e.g., OneStream, SAP, NetSuite, or similar).
- Strong analytical and problem-solving skills, with a track record of turning data into clear, actionable recommendations.
- Strong attention to detail, with a commitment to accuracy and rigor in financial models, reporting, and executive materials.
- Demonstrated ability to synthesize complex, multi-faceted financial and operational information into clear, concise executive narratives.
- Exceptional communication skills; comfortable engaging with and influencing senior leadership and ownership.
- Demonstrated leadership experience developing and scaling finance teams.
- A proactive, accountability-driven mindset with the ability to manage complexity and ambiguity in a fast-moving environment.
- Relentless continuous improvement mindset — never satisfied with the status quo, always pushing forecasting methods, reporting frameworks, and team processes to a higher standard
- A natural instinct to spot opportunities to streamline and automate manual or repetitive work, and the drive to see those improvements through to adoption
Benefits
- Industry-leading compensation package
- Competitive medical,
About the role
with content from Position Summary and maybe About Leaf Home? The About the role should describe the role. Use Position Summary paragraph.Responsibilities
with Essential Duties and Responsibilities content (list). Use- .
Requirements
with Experience and Minimum Qualifications.Skills
with Preferred Knowledge, Skills, Abilities or Certifications.Benefits
with What We Offer and Additional Perks combined. We should not include sections like Qualifications separate from Requirements; we can combine. We must preserve ALL substantive information; do not invent or summarize away detail. So we need to keep all bullet points etc. We need to remove boilerplate: "About Leaf Home", "Why Leaf Home", "Are We Your Company? Focused on Growth", "Awards and Recognition", "Diversity and Equal Opportunity", "Americans with Disabilities Act Statement and Contact". Also remove "Travel Requirements", "Overtime/Additional Hours Requirements", "Physical Requirements". Those are not required headings; but we could maybe include them under Responsibilities? But they are not duties. The instruction: remove boilerplate, duplicated lines, and application instructions. Travel, overtime, physical requirements are not boilerplate but they are specifics. However we only have allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Travel etc not in list; we could omit them because they don't fit headings. But we must preserve ALL substantive information; if we omit them, we lose info. However we could incorporate them into Responsibilities or Requirements? Travel requirements could be part of Responsibilities? Not really. The instruction says "Prefer a few substantive sections over many thin ones." It doesn't forbid adding other headings, but says usefor section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive list? It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we should map all content into those categories. Travel, overtime, physical requirements could go under Responsibilities (maybe as part of role expectations). Or we could add a brief note under Responsibilities: "Occasional overnight travel required (1-10%); additional and non-standard hours may be required (exempt); normal office environment." That seems reasonable. Similarly, "Are We Your Company? Focused on Growth" is marketing fluff; could be omitted as boilerplate? It's not required. Might be considered boilerplate. We'll omit. Awards and Recognition: also boilerplate? Could be omitted. Diversity and EEO: remove. Thus we will produce HTML with sections:
About the role
Position Summary paragraph: The Director, Corporate FP&A is a strategic finance leader accountable for driving the FP&A processes across the Leaf Home enterprise. This role partners closely with senior finance leadership, Product FP&A teams, and functional leaders to deliver timely, accurate, and insight-driven analysis that informs decision making. This is a high-visibility, people-leader role responsible for Corporate FP&A and G&A FP&A, owning the cadence and quality of the company's operating planning, forecasting, and executive/board reporting.
Maybe also include a sentence about Leaf Home mission? Could be considered About the role? Probably not.Responsibilities
- Lead the annual operating planning (AOP) process end to end, partnering with brand and functional leaders to build the company-wide budget and long-range plan
- Own the quarterly forecasting cycle, incorporating updated business trends, risks, and opportunities across brands and cost centers
- Own weekly pacing, tracking performance against plan and forecast in near real time and flagging emerging variances early enough to act on them
- Improve forecasting accuracy, planning cadence, and reporting tools to increase speed and analytical depth without adding cycle time
- Identify opportunities to streamline and automate planning, forecasting, and reporting processes, reducing manual effort and cycle time while improving accuracy and scalability
- Own the preparation and quality of board materials, ensuring a clear, accurate, and insight-driven narrative each cycle
- Lead monthly business reviews, synthesizing financial and operational performance into clear takeaways and recommendations for senior leadership
- Translate complex results — spanning sales, field operations, and installation economics — into clear, actionable insights for executive leadership
- Oversee consolidated P&L reporting and develop KPI dashboards supporting board presentations and monthly operating reviews
- Monitor performance against budget, forecast, and prior periods; deliver variance analysis that identifies root causes and recommends actions to improve margin, cash flow, and operating efficiency
- Lead advanced financial and operational analysis to explain performance drivers, surface risks and opportunities, and inform enterprise and brand-level decision making
- Partner with corporate strategy, brand leadership, and Sales and Operations teams to evaluate growth initiatives, pricing strategy, and unit economics
- Serve as a trusted advisor to executive leaders across Sales, Operations, and brand leadership, influencing outcomes through data-driven perspective and strategic counsel
- Lead cross-functional strategic projects from problem framing through recommendation and execution support
- Support M&A, integration, and footprint/expansion decisions through targeted financial analysis and leadership-ready recommendations
- Respond to investor requests and support due diligence efforts, preparing accurate, well-organized financial data and analysis for ownership and prospective transaction partners
- Serve as people leader for the Corporate FP&A team and G&A FP&A team, setting priorities, developing talent, and building a high-performing organization
- Build and develop an analytically strong, insight-driven FP&A team, anchored in executive-level communication, intellectual curiosity, and continuous improvement
- Strengthen consistency of narrative, analytical rigor, and messaging across corporate financial deliverables
- Identify and share best practices across the entire FP&A organization
- Occasional overnight travel is required (1-10%)
- Additional and non-standard hours may be required (exempt)
- Normal office environment
Requirements
- Bachelor's degree in Finance, Accounting, Economics, or a related field required; MBA and/or CPA preferred.
- 8+ years of progressive FP&A or corporate finance experience, including leadership responsibility for a team
- Experience in a large, complex, multi-location, or multi-brand organization; direct-to-consumer, home services, consumer products, or field-sales-driven business models strongly preferred
- Experience owning board reporting and executive/monthly business review materials.
- Experience supporting a private-equity-backed, high-growth, or highly acquisitive organization is a plus
- Must be legally authorized to work in the country of employment without sponsorship for employment visa status (e.g., H1B status).
Skills
- Advanced financial modeling, forecasting, and Excel/PowerPoint expertise, with strong storytelling and executive presentation skills.
- Proficiency with ERP, planning, and BI/reporting tools (e.g., OneStream, SAP, NetSuite, or similar).
- Strong analytical and problem-solving skills, with a track record of turning data into clear, actionable recommendations.
- Strong attention to detail, with a commitment to accuracy and rigor in financial models, reporting, and executive materials.
- Demonstrated ability to synthesize complex, multi-faceted financial and operational information into clear, concise executive narratives.
- Exceptional communication skills; comfortable engaging with and influencing senior leadership and ownership.
- Demonstrated leadership experience developing and scaling finance teams.
- A proactive, accountability-driven mindset with the ability to manage complexity and ambiguity in a fast-moving environment.
- Relentless continuous improvement mindset — never satisfied with the status quo, always pushing forecasting methods, reporting frameworks, and team processes to a higher standard
- A natural instinct to spot opportunities to streamline and automate manual or repetitive work, and the drive to see those improvements through to adoption
Benefits
- Industry-leading compensation package
- Competitive medical,