FP&A salary by level: what 1,262 real US job postings pay

Explore the FP&A careers hub and the finance careers guide.

Most FP&A salary pages are averages of what people typed into a form. This one is built from what employers wrote in the posting. I built a tool to run my own job search, and it reads finance postings for a living. I pointed it at the US, and 1,262 FP&A and financial analyst roles came with a pay range the employer wrote, so I counted them.

The career path itself lives in the FP&A careers section. This page is only about the money, in US dollars. Canada gets one section at the end.

How much does FP&A pay?

In these US postings, a typical FP&A analyst range ran from $75,000 to $101,000. A senior analyst ran $86,800 to $120,000, a manager $115,000 to $160,000, and a director $170,000 to $215,000. Those are the medians of each end of the posted range, base pay only, from postings live in August and September 2026.

Read the counts before you read the dollars.

489 senior analyst postings is a real sample. 37 senior managers and 40 VPs are thinner, so treat those two rows as a sketch rather than a rate card.

For a sense check, the U.S. Bureau of Labor Statistics put the median financial analyst wage at $102,740 in May 2025. That sits between the analyst and senior analyst midpoints here, about where it should. BLS counts every kind of financial analyst (corporate planning to Wall Street research), so it's a check rather than a match.

If you take one number off this page, take the row for the seat you're applying to, not the one you're in.

Where the numbers come from

Every row is a US job posting live between July 30 and September 27, 2026, with a pay range the employer wrote. My tool pulled them from Adzuna, a large job index, and read 7,721 unique postings to get to 1,262.

• Kept FP&A, financial planning, finance business partner, strategic finance and financial analyst titles.
• Dropped tax, audit, treasury, payroll, credit, risk and investment roles, plus students, interns and new grad programs.
• Dropped every salary the index estimated. Only ranges the employer wrote count.
• Removed reposts, so a role posted three times counts once.
• Sorted each role into a level from its title. "Senior financial analyst" is senior analyst. "Manager, FP&A" is manager.
• Kept base salary only, with hourly ranges turned into a full-time year. Bonus and equity are left out because most postings don't state them.
• 58 postings came from staffing agencies, and taking them out moved the analyst to director midpoints by $1,000 or less.

Three limits:

1. It leans toward states that make employers post pay. California and New York both require a range in the posting, and California alone is 226 of the 1,262. States without a rule are thin.
2. It's two months of postings, and 869 of them are from September. A hiring freeze or a hiring rush would show up here fast.
3. A posted range is the budget for the seat, and it can include what current employees make. Nobody's paying you the max automatically. It's the number you negotiate inside.

One number I won't report is how many postings hid the pay. Some put pay where the index doesn't read it, so that count isn't clean.

My tool once kept sliding between two counts of roles, so I asked it: "What's the number you can defend?" The hidden-pay count fails that test. Every number here passes it.

What does an FP&A analyst make?

A typical US FP&A or financial analyst posting ranged from $75,000 to $101,000, with a midpoint of $87,500. A quarter of the analyst ranges started at $65,100 or less. Titles with FP&A or planning in them paid the same as plain financial analyst titles, at the same $87,500 midpoint.

So the FP&A label didn't buy you anything at entry level, and the range under the title is wide. The middle half of analyst midpoints ran from $77,500 to $107,500, so two analyst offers can sit $30,000 apart and both be normal.

If you're an analyst, compare an offer to that spread, not to your current pay.

What does a senior financial analyst make?

The typical US senior financial analyst posting ranged from $86,800 to $120,000, with a midpoint of $104,000. That's about 19 percent above the analyst midpoint. It's also the level where titles blur.

338 of the 489 senior analyst ranges topped out above $115,000, where the typical manager range starts. 34 of the 123 manager ranges started below $100,000.

So a strong senior analyst seat can pay more than a weak manager seat, and the posting tells you which kind you're reading before the recruiter does.

I learned this against my own rule. Partway through my search I wrote down "no more analyst roles, only manager and up." Two weeks later a recruiter screened me for a seat titled senior analyst. It had people reporting to it. My note after the call: "It's technically a manager role they just call it senior analyst." My rule said drop it. The reporting lines said keep it.

That took dropping my ego on title. I'd been out of the game a long time, so the first job was setting my expectations back to reality. I wanted the next title up. Then my own numbers showed manager seats paying well, and one or two senior analyst seats paying at manager level with the fit there. I stopped screening on title and screened on fit and pay.

Titles work on you from the other side too: I once wrote off a senior director posting as out of my league. What changed my mind is in the director section of FP&A interview questions.

What does an FP&A manager make?

The typical US FP&A manager posting ranged from $115,000 to $160,000, with a midpoint of $135,000. That's about 30 percent above the senior analyst midpoint, the biggest single step on the ladder. A typical manager range was $35,000 wide from bottom to top, which is a lot of room to land in.

A manager range covers someone who got the title last month and someone who runs the planning cycle for a business unit. What the seat owns at each end is in what an FP&A manager does.

When I moved into a manager seat, the major change was people looking to me for decisions. As a senior analyst, they'd come to me for answers. As a manager it was: what should we do? My pay moved about 17 to 20 percent, well under the 30 percent gap between posted midpoints. Worth knowing if you're weighing a promotion against applying out.

If you're a senior analyst chasing that step, don't act like a senior analyst asking for a manager role. Start acting like a finance manager now. I was already doing the work and having those conversations, so when it came to it I wasn't chasing the promotion. They were re-leveling the role to make it official.

What do FP&A directors make?

The typical US director posting ranged from $170,000 to $215,000, with a midpoint of $195,000. 29 of the 105 director ranges topped out above $250,000, because the two biggest US pay transparency laws don't stop at a salary line.

California's law says an employer with 15 or more employees shall include the pay scale for a position in any job posting. New York requires employers with four or more employees to list the minimum and maximum for the role.

Neither rule has a pay ceiling, so a $250,000 director seat has to post its range like everyone else.

California's director midpoint was $234,000, against $195,000 for the whole set.

In a state without a rule, a director posting with no range tells you nothing either way, so ask.

FP&A salary progression: where the money jumps

On posted midpoints, each step up the US ladder is worth about 19 to 30 percent, and the manager step is the biggest at 30. It's the first seat where you're paid for other people's work instead of your own.

Compare director straight to manager and the jump looks bigger, at 44 percent. That skips the senior manager rung, and plenty of companies have one.

Staying a senior analyst a long time is expensive. Raises inside a level are small next to the jump between levels, and the jump doesn't arrive by waiting.

Scope moved my pay more than title did, but only with time and someone vouching for me. The company won't see you took on more scope and pay you more. That's not how it works. You put your hand up and make a little bit of noise.

Then there's the check the money can't answer. I once weighed an easy way in, and I asked myself if I'd still want to be doing that work in 10 years. For that one, the answer was no. Pays now and fits later are two different questions, and a range only answers the first.

Do FP&A jobs pay more in California or New York?

California does, at every level. Its manager midpoint was $158,500 against $135,000 for the whole set. New York and Washington mostly didn't. Their manager midpoints were $128,400 and $129,300, a little under the national number. Outside California, the seat moved pay more than the state did.

Group the high-cost states together (California, New York, Washington, Massachusetts and New Jersey) and the gap shows up at the ends of the ladder. Analysts there had a midpoint of about $95,500 against about $85,200 elsewhere. Directors had about $209,000 against $185,000. At senior analyst and manager the gap was $2,500.

If you're a manager weighing a New York offer against a cheaper city, check both against the row first.

How to use a posted range

A posted range is the employer telling you their budget before you've asked. Early in my search I applied wide anyway, analyst roles included. When I wrote down why, it came out plain: "i was being too scared because i wanted money fast." In the same breath I set a hard rule on level and pay.

Use the range three ways.

1. Screen with it. Set your floor before you open a posting. If the top of the range is below it, skip the role and save everyone a round. I'd almost never ask above a posted range. They've told you what they really pay, so the filter decision is yours, before you apply. Asking for about 25 percent over the top in a final round isn't fair to anyone.
2. Place yourself in it. When a recruiter asks my expectations, I say I saw the posted range, I'm okay with it, and I'd put myself in the top half. I used to name a number. They anchor to it, and later rounds show you things about the role where you'd want more.
3. Weight the base. I've calculated a whole company's bonus scorecard. As much as they say it's about your performance, it's a formula: the company's targets and how it did against them. That's 90 or 95 percent of it. Unless you're in sales you don't control it, and benefits are cookie cutter now. It's a quote unquote bonus. Base is the number you control, and only when you're hired.

From the hiring side, HR set the bands, not me. HR offers the lowest number it thinks you'll accept and sees what happens. Any good candidate pushes back and asks for a little more.

I've overdone it too. One August morning I cut two roles inside a minute because the top of the range was too low. Then I looked again. They were analyst-level seats. My note: "actually for an SFA at 100K that isnt bad." For that seat, it wasn't. I'd been judging every range against one number instead of the row for its level, which is the same mistake as reading actuals against the wrong budget line. Both went back on the list. A role with no band at all stayed on it.

A typical senior analyst range here ran from $86,800 to $120,000, more than $30,000 inside the same job. That gap is worth pushing back for.

What does FP&A pay in Canada?

In 242 Canadian postings from August and September 2026, a typical analyst range ran from about $70,000 to $89,000 and a manager range from $110,000 to $140,000, in Canadian dollars. The shape matched the US, with the manager step the biggest at about 34 percent over senior analyst.

This set came from my own search, so the mix of seats follows what I was looking for and leans toward Ontario. Four differences from the US.

1. Toronto didn't pay more. Toronto-area medians matched the rest of Canada at analyst and manager level and were slightly lower at senior analyst.
2. Tools moved analyst pay. Canadian analyst postings that named a planning or data tool (Anaplan, Adaptive, Hyperion, Power BI, SQL) had a midpoint of about $85,000, against about $75,000 for the ones that didn't. The US index only gives a short snippet of each posting, too short to test this.
3. The top seats are hidden. Ontario's rule, in force since January 1, 2026, makes employers with 25 or more employees put the expected pay or a range in a public posting, no wider than $50,000. It stops applying above $200,000, and every Toronto-area director range topped out at $200,000 or less. Treat the Canadian director row as a floor.
4. The sample is small. 242 postings against 1,262, and only 13 directors.

Don't convert one country's numbers into the other and call it a raise. Compare each offer to its own market.

Know the range before the recruiter asks.