CFO Manufacturing

  1. Permanent
£150,000 - £175,000 per annum + Equity
TA923_1600189640

North West England

The details

Our client is a PE backed manufacturing business and they are currently seeking a highly astute and experienced Chief Financial Officer to drive rapid improvement within the company while working alongside the CEO to implement these changes.

The successful CFO candidate will be responsible for rebuilding, reorganizing, restructuring the business and establishing a stable environment from which to grow the business. Key activities will include: leading and managing finance teams to ensure the flow of good quality and relevant information, re-design and presentation of monthly reporting, organisation redesign, financial restructuring and assisting in the production of comprehensive turnaround plans.

The ideal CFO candidate must:

  • Be prepared to investigate, analyse, and interpret all of the company's vital information in order to inform long term strategic decision making and planning.
  • Have prior experience sorting out systems and processes to professionalise the finance function and team is a must.
  • Understanding of the major responsibilities that come with overseeing all financial aspects of the business
  • Have the ability to have strategic focus on delivering shareholder value
  • Ensure that cash and covenant management processes are in place
  • Implement robust working capital controls and detailed cash flows
  • Have the ability to work in a very fast paced environment, has strong leadership and strategic skills to ensure a hands on successful approach.

Further Essential Requirements;

  • Previous experience working in manufacturing/ distribution businesses
  • Qualified Accountant (ACA/ACCA/ACMA)
  • Have extensive, and a proven track record, of working with both Private Equity and in a transformation situation.
  • Prior experience improving business performance in a highly challenged market
  • Been in Autonomous FD/CFO role previously
  • Experience in a complex financial environment

Please note that due to the high volume of applicants only successful candidates will be contacted with further information about this role.

Marks Sattin Executive Search is part of a leading specialist financial recruitment business with offices in six countries around the world. We form an integral part of the GI Group, which is a rapidly expanding, global search and selection business. Our team exclusively recruits CFO's and FD's into businesses across a wide range of sectors, mostly focused on change (including exit and growth). We continue to expand our network; providing finance professionals for PE backed, privately owned and listed businesses.

jobs

Related jobs

Management Accountant

Salary:

£30,000 - £35,000 per annum + Excellent benefits

Location:

Cheshire East, Cheshire

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Newly Qualified Finance

Industry

Technology

Salary

£35,000 - £40,000

Qualification

Finalist / Newly qualified

Part qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

Management Accountant|£35,000|Cheshire|Part-Qualified|Newly Qualified

** DEFAULT listwidget.vacancypartial.reference - en-GB **

CC/Ches/MA

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

23/11/20

Caitlan Clarke

** DEFAULT listwidget.vacancypartial.author - en-GB **

Caitlan Clarke
Caitlan Clarke

** DEFAULT listwidget.vacancypartial.author - en-GB **

Caitlan Clarke
Find out more
Financial Controller

Salary:

£55,000 - £60,000 per annum + Car Allowance & Bonus

Location:

Birmingham, West Midlands

Market

Commerce & Industry

Job Discipline

Qualified Finance

Industry

Property and Infrastructure

Salary

£60,000 - £70,000

Qualification

Fully qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

Marks Sattin Birmingham are working with a high growth construction business in the Midlands who have a new requirement for a Financial Controller.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH162067

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

03/11/20

Mark Higgs

** DEFAULT listwidget.vacancypartial.author - en-GB **

Mark Higgs
Mark Higgs

** DEFAULT listwidget.vacancypartial.author - en-GB **

Mark Higgs
Find out more
Insolvency Manager

Salary:

£45,000 - £55,000 per annum

Location:

Birmingham, West Midlands

Market

Professional Services

Job Discipline

Restructuring

Industry

Professional Services

Salary

£50,000 - £60,000

Qualification

None specified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

Marks Sattin are delighted to be currently recruiting for one of the UK's market leaders in Insolvency and they are looking to appoint a confident, experienced Insolvency Manager.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH161717

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

24/11/20

Daniel Horton

** DEFAULT listwidget.vacancypartial.author - en-GB **

Daniel Horton
Daniel Horton

** DEFAULT listwidget.vacancypartial.author - en-GB **

Daniel Horton
Find out more
View all jobs
posts

Related articles

The importance of leadership in an accountancy role
The importance of leadership in an accountancy role

** DEFAULT postresults.teaserlabel - en-GB **

Executive Search

** DEFAULT postresults.contenttypelabel - en-GB **

General

03/02/20

** DEFAULT postresults.summarylabel - en-GB **

In the modern competitive business environment simply being an accomplished accountant won’t cut it, with new-age professionals needing to show strong ‘soft’ skills in addition to vocational excellence.Being an effective leader is crucial for anyone managing colleagues, but an ability to lead others is different from simply being able to manage a workload and delegate. A leader is able to get the best out of the colleagues they manage by listening to their needs, concerns and aspirations. However, they also have an insatiable appetite for continued learning and seek constructive feedback from colleagues to further their own personal and career development. Outstanding leaders secure their team’s buy-in to their business strategy and goals by communicating the plan effectively and ensuring each team member feels they are an important element of that overall plan. Excellent leaders will allow people to reason their way to a conclusion on individual tasks via their own preferred route while being available to provide sound advice and guidance. Leadership skills are of course necessary for accountants across the board, but they are particularly key for those looking to progress into positions outside accountancy. A significant proportion of CEOs started their careers as accountants, which goes to show that those who are able to perfect the blend of a comprehensive business understanding with outstanding leadership can reach the very highest echelons of business.

** DEFAULT postresults.teaserlabel - en-GB **

In The Modern Competitive Business Environment Simply Being An Accomplished Accountant Won’t Cut It

Read full article
Tracey Alper

by

Tracey Alper

Tracey Alper

by

Tracey Alper

The role of a private equity-backed CFO - what are the requirements?
The role of a private equity-backed CFO - what are the requirements?

** DEFAULT postresults.teaserlabel - en-GB **

Executive Search

** DEFAULT postresults.contenttypelabel - en-GB **

General

27/02/18

** DEFAULT postresults.summarylabel - en-GB **

A Marks Sattin Principal Associate Director based in Yorkshire wrote a piece for The Insider sharing his views on the role of a private equity- backed CFO.  "Given the multiple stakeholders involved, the ability to communicate performance, plans, and objectives is paramount – private equity investors rely on their CFOs to give them a clear picture of what’s going on inside the business." Read the full article here.

** DEFAULT postresults.teaserlabel - en-GB **

A Marks Sattin Principal Associate Director based in Yorkshire wrote a piece for The Insider sharing his views on the role of a private equity- backed CFO.

Read full article
Rafi Davies

by

Rafi Davies

Rafi Davies

by

Rafi Davies

Engaging employees when working remotely
Engaging employees when working remotely

** DEFAULT postresults.teaserlabel - en-GB **

General

** DEFAULT postresults.contenttypelabel - en-GB **

General

11/06/20

** DEFAULT postresults.summarylabel - en-GB **

According to Buffer’s 2019 State of Remote Work report, 99% of respondents admitted wanting to work remotely in the future. While that may have seemed like a distant reality for some, in what felt like an overnight transition, the majority of the workforce went from seeing their colleagues every day to communicating entirely online. Managers too had to adapt to this ‘new’ normal and familiarise themselves with hiring and onboarding remotely. In the first few weeks companies were caught up in the flurry of activity, but as things have started to settle, many employers are beginning to question what impact remote working will have on employee engagement. Most organisations have likely brought their daily stand up meetings into the virtual space but there’s much more that can be done. The following tips will help companies engage their remote employees by creating a positive working culture that not only works during the pandemic, but also in the post-coronavirus world. Create a distinction between home and work Buffer’s State of Remote Work report also shows that 22% of remote workers struggle with switching off from work, making it the top problem these employees face. Employers must help their team maintain good mental health by creating a separation between work and leisure time. Take inspiration from others: Good-Loop has offered each employee £50 to spend on their home office, inspiring them to create a space that helps them to concentrate. Meanwhile, advertising agency Merkle has sent out printable artwork for their employees to bring some life to their virtual background. This is also helpful for managers who want to conduct a video interview for maximum impact. Recognition According to O.C Tanner’s 2020 Global Culture Report, company leaders see an 83% boost in engagement when they recognise their employees. For recognition to be effective, leaders must ensure they celebrate those big achievements whilst also showing appreciation for the small wins. A learning culture Isaac Newton achieved some of his greatest mathematical breakthroughs whilst in quarantine and the modern-day workforce also has the opportunity to unlock their stores of creativity during times of limited social interaction. Virtual classrooms and content co-creation tools like online whiteboards are just two options for boosting workplace learning during Covid-19. Here are some other methods: Initiate a ‘learning from home’ hour Having employees block out a ‘learning from home’ hour in their calendar ensures they have the time to dedicate to improving their industry knowledge. This time can be spent taking a course, reading thought-leadership articles, or learning about anything that helps them feel more engaged in their work. Internal learning sessions Hosting internal learning sessions is a great way to encourage knowledge sharing within and across teams. Employers can either schedule fortnightly meetings where teams present insights from their ‘learning from home’ time or give employees the option to share thought-provoking ideas in the Friday wrap-up session.  Involve external thought leaders Invite external industry experts to bring a fresh perspective into the business, either through a presentation or by collaborating with them on a webinar. Working alongside a thought leader can spark innovative thinking, boost motivation and help employees feel more engaged in their field of work. Use surveys and questionnaires This is a dynamic way for organisations to engage their team because it empowers the employees to generate fresh ideas, mention pain points and state what helps them feel more involved in their work. This method receives bonus points because it saves companies the time of trialling and testing engagement practices that have worked for other organisations and skip right to applying practices that are personally suggested by their team. It’s important to remember that what works for one employee or team may not for the next. Employee engagement organisation, Effectory, began surveying employees since the outbreak of coronavirus to gain insight into the new working pattern and what it means for productivity and wellbeing. The results show that 66% of the workforce are able to do their job effectively from home and though this is a majority it still leaves one in three people struggling with the new working culture. Effectory have created a free Covid-19 Workforce Pulse survey which enables organisations to gain fast feedback on their employees’ engagement levels during the pandemic. The aggregated data from the survey shows that the top-performing companies all have one thing in common – they actively involve their employees. Use values to cultivate a sense of community Involving employees in the decision-making process through questionnaires also creates a sense of community. To nurture this environment, employers should seek more ways of helping their teams feel connected, something that’s particularly important for remote workers with limited social interaction. Emphasising the company values will ensure that employees working remotely feel as though they are marching to the beat of the same drum whilst encouraging camaraderie. To ensure their team feel connected and engaged, GitLab is hosting virtual coffee mornings. Boasting the world’s largest remote workforce, GitLab understands the importance of bringing colleagues together and promoting a shared sense of purpose. From e-birthday cards to online quizzes, there’s a lot that organisations can do to create a positive and inclusive virtual office culture. Are you looking for advice that’s relevant and timely? Since our advent in 1988, Marks Sattin have gained the expertise and knowledge that enables us to source the very best talent for businesses at every level, from start-ups to global organisations. Our recruitment consultants are committed to staying on top of trends in their specialist markets meaning they're able to provide our clients with the most relevant advice. Contact us to find out how we can help you recruit the top talent in your industry or register a vacancy now.

** DEFAULT postresults.teaserlabel - en-GB **

According to Buffer’s 2019 State of Remote Work report, 99% of respondents admitted wanting to work remotely in the future.

Read full article
Matthew Fitzpatrick

by

Matthew Fitzpatrick

Matthew Fitzpatrick

by

Matthew Fitzpatrick