People Operations and FP&A Shared KPIs

People Operations and Financial Planning and Analysis (FP&A) teams may have very different functions within an organization, yet there are several key metrics that they have in common. The collaboration between these two teams can provide invaluable insights into workforce planning, employee engagement, and overall business performance.

One key metric that both teams track is the employee turnover rate. People Operations analyzes data on how many employees have left the company over a period of time and the reasons why. FP&A teams can use this data to determine the cost of employee turnover and to forecast expenses related to recruiting and training new hires. The two teams can collaborate to identify areas for improvement in employee retention and create strategies to reduce turnover.

Another shared metric is compensation metrics. Both teams are interested in data on employee salaries, bonuses, and benefits. People Operations tracks individual compensation packages to ensure that employees are paid fairly in relation to their skill level and experience. FP&A teams use this data to forecast future payroll expenses and benchmark their compensation packages against industry standards.

A third shared metric is employee engagement. People Operations measures employee engagement through surveys and feedback sessions to find out how employees feel about their work and the company culture. FP&A teams can use this data to predict future productivity and estimate the potential cost of disengaged employees, such as lost revenue and increased absenteeism.

Finally, both teams track metrics related to workforce planning. People Operations manages hiring and onboarding processes, while FP&A teams assess the overall headcount and expenses of the company. Both teams can use this data to forecast future hiring needs and manage recruiting and training costs.

The collaboration between People Operations and FP&A teams can provide valuable insights into workforce planning, employee engagement, and overall business performance. The CFO and CHRO must encourage their respective teams to collaborate. Shared metrics such as employee turnover, compensation, engagement, and workforce planning can provide a holistic view of the company and assist in making better business decisions. By working together, these teams can create a solid and engaged workforce that positively impacts the bottom line.

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