VP, Portfolio Operations

VP, Portfolio Operations 

Andromeda  |  Rotational Value-Creation Mandate 

 

Position: 

Vice President, Portfolio Operations 

Company: 

Andromeda Software, Inc. (a Constellation Software Inc. operating group) 

Reports to: 

Chief Operating Officer, Andromeda 

Direct Reports: 

None permanent; project teams within each engagement 

Location: 

North America (Remote/Hybrid); travel to BUs as required 

Engagement Model: 

Rotational — 3, 6, or 9 months per Business Unit 

 

ROLE SUMMARY 

 

The VP, Portfolio Operations is a senior, hands-on operator embedded directly inside Andromeda's portfolio Business Units (BUs) — both existing and newly acquired — to identify, quantify, and capture value across the operating model. Working on a rotational basis, this leader will spend three to nine months inside a single BU, partner closely with the General Manager and their leadership team, and leave behind measurable improvements in margin, productivity, customer economics, and operating discipline before moving to the next assignment. 

This is not an audit role, a consulting role, or a turnaround role. It is an operating role with a value-creation mandate. The VP, Portfolio Operations is granted the trust and authority of the COO and the broader Andromeda leadership team to walk into a business, diagnose what is leaking value, design what to do about it, and — most importantly — work alongside the BU team to implement the change. Success is measured in EBITDA, ROIC, and the durability of the improvements after this leader has rotated to the next BU. 

Because every engagement is different, the specific scope of any given rotation is intentionally not over-defined. One quarter the work may be a deep review of customer contracts, billing terms, and rate cards; the next, a re-engineering of department-level productivity and time allocation; the next, post-acquisition operational integration of a newly closed deal. The common thread is a leader with the financial fluency, executive presence, and intellectual humility to add value in any of those situations. 

 

KEY RESPONSIBILITIES 

 

1. Diagnose Value-Leakage and Operational Inefficiencies 

• Conduct rapid, fact-based diagnostics within the first 30 days of each engagement, working directly with the BU's GM, finance lead, and functional leaders to identify the highest-impact opportunities. 

• Analyze customer relationships, contracts, and billing data to surface contractual leakage, mispriced services, scope creep, and underbilled value — translating findings into actionable recommendations. 

• Assess departmental time allocation, capacity utilization, and productivity drivers to identify where labor is being absorbed by low-value activity and where the BU is structurally under- or over-resourced. 

• Evaluate the rate card, pricing architecture, and gross margin profile across product lines, customer segments, and contract vintages — pressure-testing the assumptions underlying current commercial economics. 

• Stress-test forecasting accuracy, working capital discipline, and cost structure using Andromeda's ROIC and capital-allocation lens. 

2. Design and Build the Value-Creation Plan 

• Translate diagnostic findings into a prioritized value-creation plan with quantified financial impact, defined owners, sequenced milestones, and clear success measures. 

• Build the underlying financial models, driver-based business cases, and ROIC frameworks that justify each initiative and align with Andromeda's underwriting standards. 

• Partner with the GM to validate, sharpen, and gain leadership team alignment on the plan — recognizing that BU ownership of the plan is what determines whether the improvements stick. 

• Co-design the operating cadence, KPIs, and management dashboards required to sustain the improvements after the engagement ends. 

3. Implement Alongside the BU Team 

• Operate as an embedded member of the BU leadership team for the duration of the rotation — present in operating reviews, pricing committees, and customer escalations, not just standing in front of a deck. 

• Lead or co-lead high-priority initiatives directly: contract renegotiations, rate card resets, departmental restructuring, billing system corrections, vendor consolidation, working capital releases, and similar interventions. 

• Coach and challenge BU leaders to elevate their own analytical rigor, financial acumen, and operating discipline — leaving behind a stronger leadership team, not a dependency on this role. 

• Resolve cross-functional friction quickly and transparently, escalating to the GM, the relevant Group Leader, or the COO only when the issue exceeds the BU's authority. 

4. Support Newly Acquired Businesses Through Integration 

• Serve as a senior operational presence inside newly acquired BUs during the critical first 100 days post-close — establishing financial reporting hygiene, validating diligence assumptions against operating reality, and surfacing early synergy opportunities. 

• Translate Andromeda's operating standards (forecasting cadence, ROIC discipline, customer economics, capital allocation rigor) into the local context of the acquired business without imposing unnecessary friction. 

• Partner with the Corporate Development team to feedback what is being learned post-close into future diligence — closing the loop between underwriting and operating reality. 

• Identify quick-win synergy capture opportunities (procurement, vendor consolidation, billing, contract terms) and lead implementation in lock-step with the BU GM. 

5. Transfer Knowledge and Institutionalize Improvement 

• Document the diagnostic, the plan, the playbook, and the outcomes for each engagement — building over time an Andromeda-wide library of operating interventions, results, and lessons learned. 

• Codify recurring patterns of value leakage and operating inefficiency into reusable diagnostic frameworks, templates, and tooling that can be deployed quickly in future engagements and shared across other BU GMs. 

• Mentor BU finance, FP&A, and operations leaders during each rotation; identify and surface high-potential talent to the COO and Group Leaders. 

• Contribute to the broader Andromeda operating community — sharing patterns, results, and tools across Group Leaders, Portfolio Managers, and GMs through structured forums and informal collaboration. 

6. Partner with Group Leaders and the COO 

• Operate under the sponsorship and authority of the COO; align engagement priorities with the relevant Group Leader and the BU GM before each rotation begins. 

• Provide the COO and Group Leader with candid, fact-based read-outs on the BU's operating health, leadership team capability, and improvement trajectory — including what is working and what is not. 

• Recommend follow-on interventions, talent moves, or extended rotations where the diagnostic warrants it; equally, signal clearly when the BU has internalized the improvements and the engagement should end. 

 

KEY OUTCOMES (PER ROTATION) 

 

Each engagement is expected to leave the BU measurably better than it was found. Specific outcomes will vary by rotation; the following define the standard. 

• A documented, quantified value-creation plan delivered to the GM and the COO within 45 days of engagement start. 

• Captured EBITDA improvement, working capital release, or ROIC uplift sufficient to materially exceed the cost of the engagement — measured both at engagement close and 12 months after rotation. 

• Improved forecasting accuracy, customer economics visibility, or operating cadence in the BU — owned by the BU team after handover. 

• A stronger BU leadership team — measured by independent capability to sustain the operating improvements and continue identifying new opportunities without external intervention. 

• Documented playbook, models, and lessons learned contributed back to the Andromeda operating library for use in subsequent engagements. 

 

INDICATIVE TIME ALLOCATION (WITHIN A ROTATION) 

 

The shape of each rotation will vary, but the following provides a directional view of how time is typically allocated within a 6-month engagement. 

Phase 

Focus & Approximate Time Share 

Diagnose (Weeks 1–6) 

Embed in the BU; conduct fact-based diagnostic across customer economics, productivity, pricing, working capital, and operating cadence. Build and present the value-creation plan. ~25% 

Build & Align (Weeks 6–10) 

Develop financial models, business cases, and implementation playbooks. Secure GM and leadership team alignment on prioritized initiatives, owners, and success measures. ~15% 

Implement (Weeks 10–22) 

Lead or co-lead the highest-priority initiatives in lock-step with the BU team. Embed new operating cadence, KPIs, and management routines. ~50% 

Transfer & Exit (Weeks 22–26) 

Hand over ownership to the BU team; document outcomes, playbooks, and lessons learned; debrief with the GM, Group Leader, and COO. ~10% 

 

QUALIFICATIONS & EXPERIENCE 

 

Required 

• Fifteen-plus years of progressive senior leadership experience across finance, FP&A, operations, or business transformation roles, with at least five years at the VP, CFO, COO, or equivalent operating-leader level. 

• Demonstrated track record of identifying and capturing material value (EBITDA, ROIC, working capital) inside operating businesses — through pricing, customer economics, productivity, cost discipline, working capital management, or post-merger integration. 

• Strong financial modeling and analytical fluency: able to build, audit, and challenge driver-based forecasts, ROIC frameworks, customer-cohort economics, and contract profitability models without delegating the work. 

• Proven experience leading post-merger integration, synergy capture, or buy-and-build operational integration — comfortable inside a newly acquired business in the first 100 days. 

• Track record of leading change inside operating businesses through influence, credibility, and partnership with the GM — not through positional authority alone. 

• Excellent written and verbal communication; comfortable presenting to GMs, Group Leaders, the COO, and acquired-company founders with equal credibility and executive presence. 

• CPA, CA, MBA, CFA, CBV, or equivalent professional credential strongly preferred; underlying quantitative depth is the requirement. 

• Comfortable with a meaningful travel profile and the ambiguity of a rotating mandate where every engagement is, by design, different from the last. 

 

Strongly Preferred 

• Direct experience inside vertical market software, enterprise SaaS, or other recurring-revenue B2B businesses. 

• Familiarity with CSI (Constellation Software Inc.) or comparable permanent-capital, decentralized, acquisition-focused holding company models — including their reporting cadences, ROIC discipline, and operating philosophies. 

• Prior experience as a divisional or group CFO, COO, or VP of Finance with operational accountability across multiple business units. 

• Experience with contract pricing frameworks, rate card design, and customer profitability analysis at scale. 

• Hands-on experience designing and operating shared services, FP&A transformation, or driver-based planning programs. 

• Fluency with modern finance and analytics tooling — driver-based planning systems (e.g., Workday Adaptive, Anaplan), BI platforms (Power BI, Tableau), and AI/ML-enabled forecasting. 

• History of long tenure with prior employers — Andromeda invests in people for life, and we look for leaders who think the same way. 

 

CORE COMPETENCIES 

 

The VP, Portfolio Operations will be assessed and developed against Andromeda's seven Portfolio Manager Core Competencies. The summary below describes how each competency manifests in this role. 

Competency 

How It Shows Up in This Role 

Intellectual Humility 

Walks into every BU genuinely curious — not as the smartest person in the room, but as the most disciplined learner. Disconfirms their own diagnostic before recommending action; revises the plan when the BU team surfaces new evidence. 

Owner Mindset 

Treats every rotation as if the BU were their own business. Holds themselves accountable for outcomes measured 12 months after the rotation ends, not just at handover. Walks away from initiatives that no longer pencil — even ones they originally championed. 

Drive Results & Operations 

Combines financial rigour with operating discipline. Builds the model and reads the model. Embeds forecasting accuracy, ROIC discipline, and operating cadence into the BU rather than leaving behind a deck. 

Strategy 

Sees the BU in the context of the broader portfolio and Andromeda's long-term thesis. Distinguishes between value-creation moves that compound and ones that flatter near-term results at the expense of durability. 

Collaborative Problem Solving 

Earns the trust of GMs, BU finance leads, and functional heads quickly. Resolves friction across functions through shared problem-solving rather than escalation. Treats every internal partner — Corp Dev, Finance, the Group Leader, the receiving BU — as a teammate, not a service provider. 

Stakeholder Engagement 

Communicates with credibility to GMs, Group Leaders, and the COO with equal fluency. Handles candid conversations about underperformance — including with founders of newly acquired businesses — with directness, respect, and emotional intelligence. 

Team Leadership 

Leaves behind a stronger BU leadership team after every rotation. Coaches and challenges BU leaders to raise their own analytical and operating standards. Identifies high-potential talent and surfaces it to the COO and Group Leaders. 

 

WHAT MAKES THIS ROLE UNIQUE 

 

Most senior operating roles in the market are structured around a single business — one P&L, one team, one set of customers, year after year. This role is structured around the portfolio. The VP, Portfolio Operations will work inside three to four different Andromeda Business Units in any given year, will see the operating reality of newly acquired companies in their first 100 days, and will build — over time — a pattern-recognition library that no single-BU operator could match. 

The mandate is intentionally not over-defined. We are hiring a senior leader, not staffing a project. The trust, the authority, and the autonomy are real — and so is the accountability. The COO is the sponsor; the Group Leader and GM are the partners; the outcome is measurable improvement in EBITDA, ROIC, and the durability of the BU's operating discipline after the rotation ends. 

It also offers something rare: the chance to do this work for the long term. Andromeda invests in people for life — Empowered Leadership is one of our Culture Drivers — and high-performing Portfolio Operations leaders typically grow into broader roles across the holdco, including Group Leader, Portfolio Manager, or COO-level trajectories. We hire for decades, not for transactions, and we expect the people who join this team to think the same way. 

 

ABOUT ANDROMEDA 

 

Andromeda Software is an operating group of Constellation Software Inc. (TSX). Andromeda is a leading provider of enterprise management software solutions across more than 70 companies in 15 vertical markets, operating in 30+ countries and employing over 4,500 people globally. Our model is built on permanent capital, decentralized operations, and disciplined capital allocation. We acquire great vertical market software businesses, hold them for the long term, and improve them through patient operational rigor. 

Our Culture Drivers — High Performance, Smart Risk-Taking, Excellence in Execution, Empowered Leadership, and Integrity & Performance — are how we work, not slogans we display. We hold ourselves to exceptional standards across people, process, and precision. We make informed, bold decisions. We turn good businesses into great ones through disciplined improvement. We invest in people for life, and we think in decades, not in quarters. 

Andromeda is recognized by customers and industry stakeholders as the trusted provider of “Software for Life” — and as an ambassador for technology, product innovation, quality, and customer service. 

FLSA Designation (US Only):

Exempt

Salary Range:

The estimated base salary range for this role is USD$252,000.00 - USD$308,000.00 per year. We include salary ranges in job postings only where required by applicable pay transparency laws, based on the jurisdictions in which the role may be performed. The posted range is a good faith estimate and reflects factors that are subject to change. Final offer amounts may vary based on job-related factors, including work location, candidate experience and expertise, and other relevant considerations.

Other Compensation (US Only):

This role will also be eligible for participation in a Company profit sharing bonus plan. Plan details will be provided to you upon hire.

Benefits (US Only):

Full time employees will also be eligible for enrollment in a wide range of choices of benefits , including medical, dental, vision, basic life insurance, short/long term disability, 401(k) participation (with company match).

Time off (US Only):

The Company provides a minimum of 10 days of vacation for new employees , sick time based on state requirements, 8 Company-paid holidays and 2 personal holidays per year.

We recognize the value and importance of diversity and inclusion in our communities and in the workplace. We celebrate diversity and one of our goals as an employer is to create an inclusive work environment for all employees. We are an equal opportunity employer and do not discriminate against any employee or applicant because of race, religion, sex, sexual orientation including gender identity or expression, pregnancy, national origin, age, marital status, veteran status, disability status, or any other category or characteristic protected by law.

Applicants with disabilities who would like to require a reasonable accommodation related to any part of the application process may contact us at Perseus_HR@constellationhbs.com.

NOTE: If an applicant is selected to receive a conditional offer of employment, and in accordance with applicable law, a criminal background check may be conducted before the offer becomes final and employment begins. Pursuant to the San Francisco Fair Chance Ordinance, and other applicable laws, we will consider for employment qualified applicants with arrest and conviction records.

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