SYSTEMSACCOUNTANTS LIMITED
Unit4 ERP Financial Planning and Analysis (FP&A) Implementation & Consultancy
Unit4 FP&A Implementation & Optimisation consultancy delivers end‑to‑end FP&A deployments, covering configuration, model design and full integration with Unit4 ERP. We support phase‑two optimisation to enhance performance, alignment and usability, alongside training and ongoing support to ensure teams adopt best‑practice planning, budgeting and forecasting processes for long‑term organisational value.
Features
- Select Unit4 FP&A Global Service Delivery partner, accredited consultants.
- End‑to‑end Unit4 FP&A implementation delivery
- Programme and project management for FP&A implementation and improvement
- Scalable FP&A implementation approach for global multi‑country rollouts.
- Phase‑two Unit4 FP&A optimisation and enhancement projects.
- FP&A configuration tailored to organisational requirements
- Dashboard, reporting and analytics optimisation.
- User training for Unit4 FP&A processes and tools.
- Ongoing support and continuous Unit4 FP&A improvement.
- Seamless integration setup between Unit4 FP&A and Unit4 ERP.
Benefits
- Trusted accredited experts delivering consistently high‑quality results.
- Ensures complete, successful FP&A deployment aligned to organisational needs.
- Ensures controlled delivery, clear governance and predictable FP&A transformation outcomes.
- Delivers consistent global adoption with standardised models and streamlined deployment.
- Improves performance, usability and alignment with evolving business processes.
- Delivers accurate planning models that reflect real operational structures.
- Provides clearer insights and faster access to critical financial information.
- Increases user confidence and improves adoption of FP&A capabilities.
- Maintains system performance and supports evolving business requirements.
- Ensures consistent data flow and unified financial reporting.
Architecture roles
Solution architect
| £850.00 |
£850.00 |
| £1,000.00 |
£1,000.00 |
| £1,150.00 |
£1,150.00 |
| £1,250.00 |
£1,250.00 |
| £1,250.00 |
£1,250.00 |
Technical architect
| £850.00 |
£850.00 |
| £1,000.00 |
£1,000.00 |
| £1,150.00 |
£1,150.00 |
| £1,250.00 |
£1,250.00 |
| £1,250.00 |
£1,250.00 |
IT operations roles
Application operations engineer
| £750.00 |
£750.00 |
| £900.00 |
£900.00 |
| £1,000.00 |
£1,000.00 |
| £1,150.00 |
£1,150.00 |
| £1,150.00 |
£1,150.00 |
Change and release manager
| £800.00 |
£800.00 |
| £800.00 |
£800.00 |
| £1,000.00 |
£1,000.00 |
Product and delivery roles
Business analyst
| £600.00 |
£600.00 |
| £650.00 |
£650.00 |
| £700.00 |
£700.00 |
| £750.00 |
£750.00 |
| £800.00 |
£800.00 |
| £850.00 |
£850.00 |
Delivery manager
| £750.00 |
£750.00 |
| £850.00 |
£850.00 |
| £950.00 |
£950.00 |
| £1,150.00 |
£1,150.00 |
Digital portfolio manager
| £800.00 |
£800.00 |
| £950.00 |
£950.00 |
| £1,150.00 |
£1,150.00 |
| £1,250.00 |
£1,250.00 |
Product manager
| £750.00 |
£750.00 |
| £800.00 |
£800.00 |
| £850.00 |
£850.00 |
| £1,000.00 |
£1,000.00 |
| £1,150.00 |
£1,150.00 |
Programme delivery manager
| £1,250.00 |
£1,250.00 |
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £750.00 |
£750.00 |
| £850.00 |
£850.00 |
| £950.00 |
£950.00 |
| £1,150.00 |
£1,150.00 |
Test engineer
| £750.00 |
£750.00 |
| £850.00 |
£850.00 |
| £950.00 |
£950.00 |
| £1,150.00 |
£1,150.00 |
Test manager
| £1,000.00 |
£1,000.00 |
| £1,150.00 |
£1,150.00 |
Software development roles
Development operations (DevOps) engineer
| £750.00 |
£750.00 |
| £850.00 |
£850.00 |
| £950.00 |
£950.00 |
| £1,050.00 |
£1,050.00 |
| £1,150.00 |
£1,150.00 |
| £1,200.00 |
£1,200.00 |
| £1,200.00 |
£1,200.00 |
| £1,200.00 |
£1,200.00 |
| £1,200.00 |
£1,200.00 |
Frontend developer
| £750.00 |
£750.00 |
| £800.00 |
£800.00 |
| £900.00 |
£900.00 |
| £1,000.00 |
£1,000.00 |
| £1,100.00 |
£1,100.00 |
| £1,200.00 |
£1,200.00 |
Software developer
| £750.00 |
£750.00 |
| £850.00 |
£850.00 |
| £950.00 |
£950.00 |
| £1,050.00 |
£1,050.00 |
| £1,100.00 |
£1,100.00 |
| £1,200.00 |
£1,200.00 |
| £1,200.00 |
£1,200.00 |
| £1,200.00 |
£1,200.00 |
| £1,200.00 |
£1,200.00 |
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
No
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
No
-
Quality management systems (QMS)
-
No
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
201855a0-c13b-47ad-ad4b-f06f507b873e
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
None of the criteria
-
Other security certifications
-
No
Social value
-
Section B - Commitment for Future: Delivery
-
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority
-
New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
-
Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
-
Plans to engage the contract workforce in deciding the most important workplace issues to address
-
Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
-
Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
-
Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
-
Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
-
Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
-
Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
-
Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
-
Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
-
Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
-
Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
-
Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
-
Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
-
Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
-
Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
Service documents
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