Lead components of the annual budgeting cycle, forecasting, and multi-year planning across divisions and functions., Build trusted partnerships with program leadership, country office administrators, Development, and Accounting to understand needs and translate them into clear analyses and recommendations., Deliver timely, accurate internal reporting and decision support (e.g. budget vs. actuals, headcount/FTE and vacancy savings, funding gap views, scenario analyses)., Develop and maintain financial models and forecasting tools; improve processes, data flows, and controls that underpin planning and reporting., Support and build dashboards and self-service analytics (e.g. Power BI) and help define the FP&A data model and metric definitions., Advance continuous improvement initiatives (automation, standardization, documentation) in partnership with technology, accounting, and Program departments., Help shape and monitor financial KPIs tied to operational and strategic plans; prepare concise narratives for senior leadership and the Board., Support revenue planning in coordination with the Grants and Development teams to help inform budgeting and multi-year financial models., Communicate complex financial insights clearly to both financial and non-financial audiences., Demonstrate inclusive behavior and consistently adhere to HRW’s internal values., Perform additional tasks as required by the FP&A Deputy Director., Work in partnership with the Deputy Director to provide advice on strategy development and its implementation., Identity, propose and develop opportunities and areas of interest for the department., Lead, motivate, and mentor direct reports, including communicating clear expectation, setting performance objectives, providing regular and timely constructive feedback, ensuring balance workload, providing guidance on professional growth, and monitoring staff well-being as it pertains to stress and resilience issues and self-care., Model inclusive leadership aligned to HRW’s values; foster a positive team culture, solicit diverse perspectives, and proactively address bias and microaggressions., Support staff well-being and sustainability (e.g. realistic timelines, clear ownership, cross-coverage plans, predictable cycles).
