The role typically reports to a Director of FP&A, Finance Director, or Senior Finance Leader, depending on organizational structure.
Key Responsibilities
People Leadership & Team Management
Lead, coach, and develop FP&A Analysts and Senior Analysts
Set performance expectations focused on analytical quality, timeliness, and business impact
Conduct performance reviews, coaching, and development planning
Manage workload prioritization across planning cycles and ad‑hoc requests
Support hiring, onboarding, and professional development
Financial Planning, Budgeting & Forecasting
Lead annual budgeting, periodic forecasting, and long‑range planning processes
Partner with business leaders to develop achievable and aligned financial plans
Ensure consistency, accuracy, and discipline in planning assumptions
Identify risks and opportunities within plans and forecasts
Performance Analysis & Insight
Analyze financial performance versus budget, forecast, and prior periods
Identify key drivers, trends, and variances affecting results
Translate financial results into clear insights and recommendations
Support development of performance dashboards and management reporting
Business Partnership & Decision Support
Serve as a strategic finance partner to functional or business leaders
Support resource allocation, investment decisions, and business cases
Provide scenario modeling and financial analysis for key initiatives
Influence decisions through data, insight, and financial perspective
Management Reporting & Communication
Prepare and review executive‑level financial presentations and materials
Ensure clear, consistent financial messaging to leadership teams
Communicate implications of performance, risks, and trade‑offs effectively
Support board or senior leadership reporting as required
Process, Systems & Continuous Improvement
Drive improvements in FP&A processes, tools, and data quality
Support enhancements to ERP, planning, or reporting systems
Standardize templates, models, and methodologies
Improve efficiency and scalability of FP&A deliverables
Cross‑Functional Collaboration
Partner with Accounting, Cost Accounting, Operations, HR, and Commercial teams
Ensure alignment between operational plans and financial outcomes
Support new initiatives, reorganizations, or transformations with financial insight
Promote a strong connection between strategy, execution, and financial results
Scope & Impact
Manages an FP&A team supporting one or more business areas
Impact is at the business‑unit or enterprise decision‑support level
Decisions influence resource allocation, profitability, and strategic direction
Ineffective analysis may lead to poor decision‑making or missed opportunities
Qualifications
Education & Experience
Bachelor’s degree in Finance, Accounting, Economics, or related field required
MBA, CPA, or CFA preferred depending on role complexity
Prior experience in FP&A, corporate finance, or business finance required
People‑management experience preferred
Knowledge, Skills & Abilities
Strong understanding of financial planning, analysis, and modeling
Proven people‑leadership and stakeholder‑management skills
Advanced analytical, problem‑solving, and decision‑making capability
Ability to synthesize complex financial data into actionable insights
Excellent written, verbal, and executive‑level communication skills
Proficiency with financial systems, spreadsheets, and analytics tools
Additional Job Details
Management – M2
Organizational Impact
Works to achieve operational, functional, and/or business targets within team with direct impact on departmental or job family results
Delivers operational results that have impact on the immediate or short-term results (e.g., less than 1 year) for the department and/or job family group
Plans and establishes goals and objectives for a team typically comprising of intermediate-level professionals and entry level professionals
Communication & Influence
Communicates with parties within and occasionally outside of own department or job family, which may include external clients or partners depending upon the job area
Requires ability to influence others outside of own job area on policies, practices and procedures
Innovation & Complexity
Responsible for making moderate improvements of processes, systems, or products to enhance performance of the job area
Problems are difficult and moderately complex and typically impact multiple departments or job family
Problems are typically solved through drawing from prior experience and analysis of issues
Leadership & Talent Management
Manages a team typically comprising of intermediate-level professionals and entry level professionals
Leads, directs and reviews the work of team members in order to accomplish operational plans and results
Typically has hiring, firing, promotion, and reward authority within own area, in accordance with manager review and approval
Knowledge & Experience
Requires practical knowledge in leading and managing the execution of processes, projects and tactics within one job area
Typically has advanced knowledge and skills within a specific technical or professional discipline with understanding of the impact of work on other areas of the organization
Typically has a bachelor’s degree or equivalent professional certification and 5 years of prior relevant experience
Equal Employment Opportunity and Affirmative Action at Nidec Nidec is an Equal Employment Opportunity (EEO) and Affirmative Action Employer encouraging diversity in the workplace. All qualified applicants receive consideration for employment without regard to their age, gender, gender identity, sexual orientation, race, color, genetic information, religious creed, national origin, physical or mental disability, protected veteran status, or any other characteristic protected by law. For more information regarding your (EEO) rights as an applicant, please visit the following website: http://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf
Work Shift Schedule
No Soliciting
Nidec will not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to Nidec job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. Pre-approval from the Nidec Talent Acquisition team is required before any external candidate can be submitted and such candidate must be submitted to the Nidec Talent Acquisition team.
