Sr. Central FP&A Manager, Sales & Marketing (M3, Player/coach)

Fp&A Manager, Sales & Marketing (M3, Player/Coach)

Lead a small FP&A team as a player/coach supporting a 10,000-person sales and marketing organization in North America. Drive weekly forecast rigor, quarter-end close discipline, OPEX and headcount forecasting, and commission modeling/analysis. Partner closely with senior executives to translate complex financial and operational concepts into concise, executive-ready insights and recommendations.

Planning and forecasting: Own OPEX and headcount planning, forecasting, and variance analysis; deliver weekly forecast updates and quarterly outlooks. Run Annual Operating Plan/Long Range Forecasting Plan cycles; build driver-based models for bookings, pipeline health, productivity, program spend, and ROI. Maintain controllership rigor: accruals, reclasses, prepaids, and month/quarter-end close activities with clear bridges (Plan vs. Forecast vs. Actuals).

Commissions: Partner with finance business leaders on commission plan modeling, scenario analysis (tiers, accelerators, SPIFs), and financial impact to budgets and forecast. Support audit and compliance requirements; ensure alignment with SOX and data governance controls.

Business partnership and insights: Serve as primary finance partner to sales and marketing leadership; collaborate with Sales Ops/Bus Ops, Marketing Ops, HR, Accounting/Controllership, and Corporate FP&A. Produce executive-ready narratives, dashboards, and readouts that distill complex topics into concise, decision-oriented insights. Drive cross-functional initiatives to improve forecast accuracy, pipeline-to-revenue conversion insights, marketing ROI, and resource allocation.

Team leadership: Lead and develop a team of ~3 analysts; set clear goals, prioritize workload, and cultivate a culture of learning, accountability, and partnership. Operate as a player/coach—personally building models, reviews, and executive materials while coaching the team to scale impact. Establish standard work, SOPs, and calendarized cadences for weekly forecasts, MBRs/QBRs, and quarter-close deliverables.

Process, systems, and controls: Standardize and automate end-to-end FP&A processes; streamline multi-step workflows and resolve cross-functional issues. Champion data integrity, least-privilege access, and compliance with SOX and privacy requirements. Leverage enterprise systems and BI tools to automate reporting and accelerate insights.

Responsibilities:

• 8–12+ years of progressive FP&A or related finance experience, with direct support of sales and/or marketing organizations.
• Demonstrated ownership of OPEX/HC forecasting, weekly forecast routines, and quarter-end close processes.
• Hands-on experience with commissions modeling and partnership across finance business leaders.
• Strong executive presence and communication skills; able to produce exec level materials and present to SVP, EVP, and president-level leaders with clarity and influence.
• Advanced analytical and problem-solving skills; comfort with ambiguity and fast-paced operating rhythms.
• Proven ability to lead, coach, and develop a team of analysts; build a high-trust, high-performance culture that emphasizes execution, inclusion, continual learning, and staff development.

Preferred skills and tools:

• Systems: Oracle Fusion/ERP, Oracle EPM/EPBCS/PBCS, Oracle Analytics Cloud; familiarity with CRM (Oracle/SFDC).
• BI and data: Tableau/Power BI, strong Excel/Google Sheets; SQL/Python a plus for scalable analytics.
• Industry experience in large, complex, multi-region go-to-market organizations.
• Certifications: CPA, CFA, or MBA preferred.

Key performance indicators:

• Forecast accuracy (OPEX/HC and commissions)
• Close timeliness and quality of variance bridges/insights
• Executive stakeholder satisfaction and decision velocity
• ROI and productivity improvements from spend and headcount deployment
• Team engagement, capability growth, and delivery predictability

Work model and travel:

• Hybrid within North America; limited travel for key business reviews and planning sessions (as needed).

Compliance and security:

• Uphold SOX controls, financial policies, and data privacy standards. Ensure appropriate access governance for financial systems and dashboards. When using third-party tools or integrations, verify compliance with internal security and privacy guidelines.

EEO statement and work authorization:

Insert company-standard EEO/AA statement and any work authorization requirements here.

Compensation:

Insert grade/level banding and compensation range per company guidelines. Disclaimer: Certain US customer or client-facing roles may be required to comply with applicable requirements, such as immunization and occupational health mandates.

Range and benefit information provided in this posting are specific to the stated locations only US: Hiring Range in USD from: $109,200 to $223,400 per annum. May be eligible for bonus and equity. Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business. Candidates are typically placed into the range based on the preceding factors as well as internal peer equity. Oracle US offers a comprehensive benefits package which includes the following:

• Medical, dental, and vision insurance, including expert medical opinion
• Short term disability and long term disability
• Life insurance and AD&D
• Supplemental life insurance (Employee/Spouse/Child)
• Health care and dependent care Flexible Spending Accounts
• Pre-tax commuter and parking benefits
• 401(k) Savings and Investment Plan with company match
• Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation.
• 11 paid holidays
• Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours.
• Paid parental leave
• Adoption assistance
• Employee Stock Purchase Plan
• Financial planning and group legal
• Voluntary benefits including auto, homeowner and pet insurance