Kiera McFeely’s Post

Finance teams work an average of 12 hrs/day I have seen this as a common practise all across. I have mostly worked with large organisations in my career. One thing I always had a problem with was the "long approval cycles" Without approvals nothing moves. With heavy workload of 12+ hours, if we had to hire more people in finance, I had to Get - ↳ Manager's approval ↳ HR Director's approval ↳ Managing Director's approval ↳ Regional Managing Director's approval and then a consolidated list was shared with Global Controller to approve the list of headcount across the region. In that entire process, we lost about a month just to get the approvals. Good talent doesn't wait. We most of the times lost good talent to competition. Not to forget, there were objections at every level to handle. - Why do you want to hire? - Why this much salary to be offered? - Can you wait 3-6 months before we hire? I always wished if we could have just one layer of approval. Only one person approving locally. A few years ago, I ended up working at a smaller setup where all the buck stopped at one approver. The CEO. If he said NO, you have no chance of appeal, no hiring could happen. Then you wonder, it was better off having multi layer approval. At least at every stage of approval, your request got backed by another senior. Working for large corporates or startup, it will always be a rigmarole. Nothing will change there. You need to change yourself and adapt. Find creative ways of getting your things done. As finance professionals, we need to navigate through these bureaucracies and find innovative solutions. One thing that has helped me tremendously was to "Build relationships & build your brand presence" And when you have a strong brand presence for yourself, your decisions are respected more. → Stay visible → Build credibility → Network (like your life depends on it) Relationships and how people perceive you plays a big part in decision making at workplace, not necessarily the merits of the case. #Workplace #Relationship #Visibility

  I started my career journey as an account executive in 2005. It was my passion which made me take every step of the ladder with consistency, patience, and hard work. 🙂 My 15-year professional journey 👇 From an Account Executive to Sr. Account Exec., and then from Associate Officer to Deputy Manager, and later from Deputy Manager to Manager (Accounts and Finance). The last transformation was the most significant-from the Senior Manager to the #Founder of the company, where I brought my vision to life and led the team towards our shared goals.   Every step of my journey has been a source of immense joy and fulfilment, making it a truly fantastic experience.   Luckily, I got to connect with my company's two incredible #cofounders who specialize in the Human Resources and Payroll Department.   Their thought process and extensive experience made me want to shake hands with them and start another thrilling journey of a start-up. 🤝   Our primary mission is to revolutionize business processes, simplifying the complex and creating a thriving ecosystem where businesses can flourish. 💹 We offer a comprehensive range of services designed to support your business growth, including Taxation, Accounting, HR, and Payroll Management. 𝐎𝐮𝐫 𝐜𝐨𝐫𝐞 𝐬𝐞𝐫𝐯𝐢𝐜𝐞𝐬 𝐢𝐧𝐜𝐥𝐮𝐝𝐞:  ↗ #Taxation: Navigating complex tax codes so you can focus on growth.  ↗ #Accounting: Keeping your financial records shipshape.  ↗ #HR: Support your team because people matter.  ↗ #PayrollManagement: Ensuring timely paydays and happy employees.   Step inside our vibrant office, where numbers flow, and ideas take flight.    Embark on this exhilarating journey with us as we revolutionize businesses, and one spreadsheet at a time. 😎   #Intellisolvers #business

Let's consider the cost and benefit of hiring fractional executives to assist your business in achieving greater efficiency and profitability through expert advice and support. Assuming you run a small to mid-sized business with annual revenues ranging from $2 million to $90 million, your finance team includes an A/R assistant, an accountant, and a finance manager. In addition, your HR department has an HR manager, a recruiter, and a payroll specialist. You've acknowledged the need for a Chief Financial Officer (CFO) and a Chief Human Resources Officer (CHRO), but hiring them full-time isn't financially feasible due to the cost of around $200-225k per year for each, on top of benefits and other payroll-related expenses. However, you can bring them on board on a fractional basis. Let's break down the numbers, using salaries in USD. With both salaries averaging $225k per year, or $108 per hour, hiring them for 2 days per week at 8 hours each day would total approximately $3,400 per week. Over 52 weeks, this would cost you $179,000 per year. In reality, they likely won't work all 52 weeks, so the actual cost will be lower. Salaries will vary across countries and on the experience level of the fractional executive you hire, but this is an example of the power of hiring fractional executives for your business. This cost is less than the expense of hiring one of them full-time, and you'll benefit from the expertise in two crucial aspects of your business. That's the advantage of hiring fractional executives. Want to learn more? Contact me at [email protected] #FractionalExecutives #BusinessEfficiency #ExpertAdvice Rick Maher #LetsGetFractional #Waterloohcm Cerius Executives

Have you ever wondered whether a temp within your finance team would benefit? 🔍 In an ever-evolving business environment, finance teams are under more pressure than ever and even over-stretched. For many businesses, temporary support in the finance function is becoming an essential strategy for staying ahead. ❓ Restructuring the finance team ❓ Allow core team members to focus on strategic restructuring efforts without neglecting their routine responsibilities – hire a temp ✅ ❓ Waiting for a permanent staff member to join ❓ Don’t put additional stress and responsibilities on the existing team – hire a temp ✅ ❓ Implementing a new system ❓ The current employees will be using this system long term, so utilise them in the project and backfill their roles – hire a temp ✅ ❓ Business is growing ❓ An increased workload is expected, but sometimes you may face unexpected challenges, and you need flexibility to handle changing conditions effectively – hire a temp ✅ ❓ Employee leave ❓ Maternity leave or illness within the team can often lead to long term gaps in the team – hire a temp ✅ If you’re thinking about utilising a temporary employee within your business or team, reach out to me, I’ll talk through every detail, get the ball rolling and will have immediately available candidates at the ready.

When HR ignores budgets, costs grow. When finance ignores needs, growth stops. HR and finance must work together. And align hiring with business priorities and budgets. This teamwork can save CFOs tons of cash. Without collaboration, hiring gets expensive and messy. When HR and finance align, every hire supports business growth. Follow Warren Wang for more HR and finance insights.

Why are some senior finance roles offering ridiculously low salaries? I’m seeing an increasing number of senior finance roles that come with hefty expectations.. demanding 10+ years of experience, qualifications, and a track record of leading teams or driving strategic growth... However, the salaries being offered don’t reflect to what's required. It doesn't make sense, and it seems to be happening more often. When senior roles are offering what are essentially junior/mid level salaries, how do companies expect to attract top tier talent? Here's the problem, the market may be a little tough at the moment, but good candidates are never desperate. Why don't businesses' recognise this?

Accounting roles are taking longer to fill than anticipated, up to 4 months according to some sources. When roles are open for this long, it puts a lot of stress on the accounting staff to manage their workloads in addition to the vacant role. Teams covering a vacancy, can be overworked which can lead to burnout, frustration, and stress among team members. After speaking with both employees and employers, it’s clear that quick and accurate hiring is crucial. Leaving roles vacant too long risks losing more staff. Filling positions faster helps reduce pressure on the team, keeps productivity up, and prevents further turnover.

✨ How to Attract Top Talent in Accounting and Finance ✨ In today's competitive market, attracting top accounting and finance talent can make or break a company's success. But how can you stand out and lure the best professionals to join your team? Firstly, offer competitive compensation packages. It's no secret that top talent knows their worth. By providing attractive salaries, comprehensive benefits, and performance bonuses, you show potential employees that you value their expertise and hard work. Secondly, foster a supportive and inclusive company culture. Talented professionals gravitate towards organisations where they feel valued, respected, and able to grow. Promote a workplace environment that encourages continuous learning, mentorship, and a healthy work-life balance. Recognise and celebrate achievements, big and small. Lastly, maintain open and transparent communication. Top talent often seeks organisations with clear career paths and opportunities for advancement. Regularly update your team members on company goals, processes, and how they can contribute to the bigger picture. Use feedback mechanisms to ensure that their voices are heard and their contributions recognised. Remember, attracting top talent is not just about offering the highest salary; it's about creating a holistic, fulfilling, and growth-oriented environment. 💼💡 #AccountingExcellence #FinanceCareers #WorkplaceCulture

✨ How to Attract Top Talent in Accounting and Finance ✨ In today's competitive market, attracting top accounting and finance talent can make or break a company's success. But how can you stand out and lure the best professionals to join your team? Firstly, offer competitive compensation packages. It's no secret that top talent knows their worth. By providing attractive salaries, comprehensive benefits, and performance bonuses, you show potential employees that you value their expertise and hard work. Secondly, foster a supportive and inclusive company culture. Talented professionals gravitate towards organisations where they feel valued, respected, and able to grow. Promote a workplace environment that encourages continuous learning, mentorship, and a healthy work-life balance. Recognise and celebrate achievements, big and small. Lastly, maintain open and transparent communication. Top talent often seeks organisations with clear career paths and opportunities for advancement. Regularly update your team members on company goals, processes, and how they can contribute to the bigger picture. Use feedback mechanisms to ensure that their voices are heard and their contributions recognised. Remember, attracting top talent is not just about offering the highest salary; it's about creating a holistic, fulfilling, and growth-oriented environment. 💼💡 #AccountingExcellence #FinanceCareers #WorkplaceCulture

𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐏𝐞𝐫𝐦𝐚𝐧𝐞𝐧𝐭 𝐚𝐧𝐝 𝐓𝐞𝐦𝐩𝐨𝐫𝐚𝐫𝐲 𝐇𝐢𝐫𝐞𝐬 𝐟𝐨𝐫 𝐎𝐩𝐭𝐢𝐦𝐚𝐥 𝐓𝐞𝐚𝐦 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐢𝐧 𝐅𝐢𝐧𝐚𝐧𝐜𝐞 🚀 In the fast-paced world of finance, achieving the perfect balance between permanent and temporary hires is crucial for maintaining optimal team performance. As organizations navigate fluctuating market demands and technological advancements, leveraging both types of hires can lead to a more adaptable and resilient team. Here are five essential strategies for balancing permanent and temporary hires: 1️⃣ Strategic Workforce Planning: Effective workforce planning involves assessing the long-term and short-term needs of your finance team. Permanent hires are ideal for roles that require deep organizational knowledge and continuity, while temporary hires can fill gaps during peak periods or specific projects, providing the flexibility to scale resources as needed. 2️⃣ Integrating Temporary Hires into the Team: Ensure temporary hires feel integrated and valued within the team. Providing proper onboarding, clear communication, and regular feedback helps temporary employees understand their role and contribute effectively. 3️⃣ Leveraging Specialized Skills: Temporary hires can bring specialized skills that may not be needed year-round but are crucial for specific projects or periods. This approach allows the permanent team to focus on core functions while leveraging the expertise of temporary hires for niche tasks, ensuring high-quality outcomes without overburdening full-time staff. 4️⃣ Promoting a Learning Culture: Encourage continuous learning and development among both permanent and temporary hires. Offering training in emerging technologies, industry trends, and soft skills not only enhances individual growth but also ensures the entire team remains agile and capable of adapting to new challenges. 5️⃣ Evaluating Performance and Fit: Regularly evaluate the performance and fit of both permanent and temporary hires. This evaluation helps identify opportunities for converting high-performing temporary hires into permanent roles if there is a long-term need. It also ensures that the team remains dynamic, with the right mix of skills and expertise to meet evolving business needs. Balancing permanent and temporary hires allows finance teams to be more flexible, responsive, and innovative. By strategically integrating both types of hires, finance leaders can optimize team performance, manage costs effectively, and ensure their teams are equipped to navigate the complexities of today’s business landscape. How do you balance permanent and temporary hires in your finance team? Share your insights or reach out to discuss further strategies for optimizing team performance in finance! #FinanceTeams #TemporaryHires #PermanentHires #TeamPerformance #StrategicHiring #WorkforcePlanning #ContinuousLearning #FinanceLeadership