People costs FP&A specialist

🪐 Discover our galaxy
 
Join the Future of Work ! Malt is Europe's leading freelance marketplace, connecting over 1,000,000 talented freelancers with 100,000+ companies. Founded in 2013, we're transforming how work gets done through our tech-powered, human-centered platform. What makes us different:
 
- A diverse team of 600 Malters across 6 European countries
- A culture that champions equality (50% of our Comex are women) and inclusive growth
- Backed by top investors including ISAI, Serena Capital, Eurazeo Growth, Goldman Sachs, and BPI
- A mission to give everyone the freedom to work differently
 
Ready to help shape the future of work? Your next chapter starts here! 🪐

The Mission

The Situation: As a flagship member of the French Next40, Malt is actively shaping the "New Way of Work" as Europe’s leading B2B freelance marketplace. Backed by a strong growth trajectory accelerated under our new CRO since early 2026, our community of over 600 Malters across Europe supporting more than 1 million freelancers operates at an unprecedented scale. In a hyper-scaling marketplace, workforce investment—spanning both our internal core team and contingent external talent—represents our most strategic operating expenditure . To keep us lean, focused, and operationally rigorous, Malt demands total financial transparency, forward-looking discipline, and real-time precision on every single people-related euro invested .

The Task: Step into the driver's seat as the internal architect of Malt's workforce spend and the trusted analytical co-pilot to our CHRO, HRBPs, and Finance leadership . Your mandate is to take end-to-end ownership of forecasting, budgeting, closing routines, and variance analyses across our European footprint . In this high-agency role, you will master enterprise-grade multi-dimensional modeling in Pigment, govern automated variable compensation structures in Amalia, and serve as the strategic bridge between Finance and People teams . Working in close, regular partnership with the CHRO, you will translate workforce dynamics and talent initiatives into robust P&L scenarios, turning complex social and headcount data into high-conviction insights that directly steer executive resource allocation .

Key Responsibilities

Pillar 1 : Financial Closing & In-Depth Cost Analysis

- Action: Direct month-end accounting closing routines across all European entities for internal payroll, social charges, contractor expenses, and bonus accruals, executing deep-dive variance analyses against reforecasts .

- Output: Institutional-grade monthly closing packs, exhaustive cost-trend commentary, and granular variance bridge reports shared directly with Finance leadership, the CHRO, and HRBPs .

- Metrics: Timely and accurate monthly closing execution (Day +3 target), 100% reconciliation accuracy between HRIS, accounting, and EPM, and zero unflagged workforce spend variances .

Pillar 2 : Budgeting, Rolling Forecasts & P&L Landing

- Action: Architect, update, and stress-test baseline workforce financial models for annual budgets, quarterly reforecasts, and monthly rolling P&L landing projections across both internal headcount and freelancers .

- Output: Dynamic, multi-scenario rolling headcount and personnel cost models integrating recruitment ramp-ups, turnover assumptions, and localized social charges across European entities .

- Metrics: Budget-to-actual variance margin (<2% tolerance on personnel spend), forecast reliability index, and timely completion of quarterly budget cycles .

Pillar 3 : Incentive Systems & Bonus Governance (Amalia Ownership)

- Action: Own the Amalia compensation management platform end-to-end, calculating and validating quarterly Commercial and Operations bonus payouts while analyzing bonus trends, run-rate adjustments, and potential financial risks .

- Output: Audited quarterly bonus distribution files, commission payout statements, and forward-looking incentive cost impact analyses .

- Metrics: 100% on-time and error-free quarterly bonus payout execution, payout dispute rate (<1%), and model-to-budget commission run-rate fidelity .

Pillar 4 : EPM Architecture & Data Governance (Pigment People App)

- Action: Serve as the dedicated business owner for Malt’s Pigment People App, leading the design, formula enhancement, user testing, continuous maintenance, and seamless integration with HRIS data .

- Output: A scalable, automated workforce monitoring and planning application serving as the single source of truth for headcount tracking and scenario modeling .

- Metrics: Platform uptime and data sync integrity (>99%), active adoption by the CHRO, HRBPs, and Finance stakeholders, and manual spreadsheet reduction (>80%) .

Requirements & The Skills Matrix

Proven Mastery (What you have already built

- Built and maintained robust workforce financial models or comprehensive personnel cost budgets within a fast-paced scale-up, corporate, or audit environment .

- Steered month-end closing procedures for payroll, social charges, contractor expenses, and bonus accruals across multi-entity international structures .

- Architected advanced models within modern EPM/CPM platforms (Pigment, Anaplan, Adaptive, or equivalent) and demonstrated advanced Excel/Google Sheets mastery .

- Administered variable compensation, sales commission engines, or incentive tools (such as Amalia, CaptivateIQ, or Spiff) with zero error tolerance .

- Partnered directly with People leaders and CHROs, translating talent acquisition pipelines and organizational shifts into accurate P&L cash-flow trajectories .

Skills You Will Deploy & Develop

- Strategic HR & C-Level Partnership: Partner closely with the CHRO to co-design hiring plans, anticipate headcount trade-offs, and back up organizational decisions with solid financial scenarios .

- Advanced Multi-Dimensional EPM Architecture: Master Pigment modeling, data pipelines, and logic structuring for rapid organizational scale .

- Workforce Unit Economics & Efficiency: Evaluate and optimize cost per head, productivity ratios, blended freelancer-to-permanent resource ratios, and capacity utilization across Europe .

- Incentive Compensation Optimization: Leverage compensation analytics to design balanced bonus payout curves that reward top-tier performance while protecting company margins .

The Self-Selection Filter

This role is perfect for you if...

- Thrive on building order out of high-growth complexity, treating workforce planning as an evolving product rather than a static spreadsheet .

- Relish acting as a trusted sparring partner for the CHRO and People leaders, combining high financial standards with genuine empathy and pedagogical clarity .

- Combine mathematical rigor with deep curiosity, digging into the "why" behind variance trends to give leadership actionable strategic levers .

- Champion collaborative problem-solving, taking pride in delivering clean, auditable models and intuitive dashboards that non-finance leaders love using .

This role is NOT for you if...

- Hesitate to collaborate daily with HR teams or feel uncomfortable presenting financial insights directly to the CHRO .

- Prefer static, routine accounting entries where every process is pre-paved and handed down via an immutable playbook .

- Dislike ambiguous data sources, hesitating to jump into HRIS platforms and collaborate directly with recruiters to verify pipeline numbers .

- View FP&A as a siloed back-office checkpoint rather than an active, team-sport catalyst for sustainable business scale .

30-60-90 Day Impact Plan

- Day 30: Immerse yourself in Malt’s business model and workforce structure while establishing strong operating cadences with your FP&A manager, the CHRO, HRBPs, and the HRIS team . Audit current people-cost models, map out data flows between HR tools and Pigment, and master the month-end closing routine for payroll and freelance accruals .

- Day 90: Assume full operational ownership of the Pigment People App and quarterly Amalia bonus calculations, delivering error-free incentive runs and granular variance analyses . Deliver your first quarterly workforce reforecast cycle autonomously, presenting key efficiency drivers and headcount budget landing precision directly to the FP&A manager and the CHRO .

- Day 180: Run Malt’s entire people cost and workforce planning function with end-to-end autonomy across all European markets . Elevate the Pigment People App into an automated, self-serve planning hub for the People team, proactively submitting forward-looking resource allocation models directly to the CHRO and executive leadership .

How to join the mission? 🚀

- First call with our Senior Talent Acquisition Partner to better understand your background, aspirations, and answer any questions you may have (45 minutes) .

- Interview with your future manager,(FP&A Manager) , to delve into your experience, operational routines, and the specifics of the role (60 minutes) .

- Practical case study evaluated by a cross-functional panel, Barbara Marazia ( CHRO) and Nicolas Cervantes , to assess your technical modeling, system logic, and scenario analysis skills (75 minutes) .

- Final raise-the-bar interview with executive leader Edith Savoye to discuss Malt's long-term vision, scaling, and strategic fit (45 minutes) .

We will send you an interview guide so you can best prepare yourself

Malt is the perfect space to thrive personally and professionally 💫
 
- Onboarding: Before easing into your new role, you’ll spend your first week learning about our culture, products, and services with other new joiners at our office in Paris
- Equity: Every Malter is entitled to stock options 
- Malt sabbatical: Every three years, all Malters are entitled to a one month fully paid sabbatical leave
- Free books: If you’re interested in learning more about any topic relevant to Malt’s business, just tell us the books you’d like to read, and we’ll order them for you—without any questions asked or approval processes to follow
- Team building events organized every year
 
Ready? Get your ticket to Malt 🪐 
 
At Malt, we are committed to fostering an inclusive and diverse workplace. We recruit based on skills, experience, and potential, without any form of discrimination related to age, gender, sexual orientation, ethnicity, religion, or disability. Our mission is to create a work environment where everyone feels valued, respected, and safe to thrive.
 
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