Sr Analyst Financial Planning & Analysis

Freeman•Dallas, TX

2d•Hybrid

About The Position

The Freeman Company is seeking a Senior Analyst, FP&A to serve as the analytical lead for labor across the enterprise. Reporting to the Senior Manager, Corporate FP&A, this role is focused on labor analytics — including billability, utilization, and the strategic decision of when to hire full- time talent versus leveraging freelance / contingent labor. The Senior Analyst will partner closely with line-of-business (LOB) Finance leaders and operational stakeholders to build dashboards, run decision analyses, and surface enterprise- wide opportunities to optimize labor cost, mix, and productivity. The role will play a critical part in helping Freeman make smarter, faster, data-driven labor decisions. This position will support our Finance team. It is eligible to work a hybrid schedule, generally requiring work in-office and/or show-site 2-3 days per week. This position is based out of our North Dallas office in Dallas, TX.

Requirements

Bachelor’s degree in Finance, Accounting, Economics, Business Analytics is preferred, High School Diploma or Equivalent with related quantitative field required.
5+ years of FP&A, corporate finance, or analytics experience; experience in a professional services, agency, project-based, or other labor-intensive business strongly preferred.
Hands-on experience with labor analytics — utilization, billability, headcount planning, or workforce analytics.
Proficiency in Excel and at least one BI / dashboarding tool (Power BI, Tableau, Looker, or similar); SQL strongly preferred.
Strong analytical and quantitative skills, with the ability to turn messy data into clear, decision-ready insight.
Curious and commercially minded — interested in the operating drivers behind the numbers, not just the numbers themselves.
Strong communication and storytelling skills; able to present complex analyses simply to LOB Finance and operating leaders.
Collaborative and credible partner; comfortable working across Finance, HR, Operations, and LOB stakeholders.
Detail-oriented but pragmatic; able to balance precision with timeliness and decision velocity.
Eager to leverage automation and AI tools to scale analytical impact.

Nice To Haves

Exposure to HRIS, time-tracking, or project management systems (e.g., Workday, UKG, NetSuite, Replicon, OpenAir, Salesforce) is a plus.

Responsibilities

Own enterprise billability and utilization analytics, including definitions, methodology, and reporting cadence across all lines of business.
Partner with LOB Finance leaders and operational stakeholders to drive improvement in utilization and billability through clear targets, transparent reporting, and actionable insights.
Build and maintain dashboards (e.g., Power BI, Tableau, or similar) that give LOB and corporate leaders timely visibility into labor performance against plan and benchmarks.
Conduct deep-dive analyses on underperforming teams, projects, or roles, and translate findings into specific recommendations for LOB leaders.
Develop and maintain decision frameworks and models for evaluating when to hire full- time employees versus engage freelance, contractor, or contingent labor.
Quantify the financial and operational trade-offs — total cost (all-in cost per hour, ramp time, overhead), capacity flexibility, quality, and strategic considerations.
Provide business-case analytics to LOB Finance and operating leaders for specific hiring decisions, role additions, and labor model changes.
Track outcomes of labor model decisions over time and incorporate learnings into future analyses and frameworks.
Look across the enterprise at labor usage — headcount, hours, mix of full-time vs. freelance, skill availability — and identify optimization opportunities.
Partner with HR / People and Talent Acquisition to align labor planning analytics with workforce planning processes.
Support scenario planning and stress testing of labor cost under different revenue and project-mix scenarios.
Support the labor components of the annual budget, rolling forecast, and monthly reporting cycle in partnership with the Corporate FP&A team.
Build driver-based labor models that connect headcount, billability, utilization, and rates to revenue, gross margin, and operating income.
Provide variance analysis on labor performance versus plan, prior periods, and benchmarks, with clear narratives for leadership.
Contribute ad-hoc analyses and presentations supporting executive and Board-level discussions of labor strategy.
Partner with the financial systems and data teams to ensure clean, integrated labor data flowing from HRIS, time tracking, project, and ERP systems.
Continuously improve labor analytics workflows by leveraging data, automation, and AI to reduce manual effort and improve speed-to-insight.
Document methodologies, definitions, and processes so labor analytics is consistent, repeatable, and scalable across the enterprise.