CFO buy-in

By 2027, 60% of organizations will require detailed ROI analysis before approving any technology investments. For HR leaders, this means you need a bulletproof business case to get AI approved. Here's how to build one that gets CFO support.

‍

The 5-Step Framework to Win CFO Approval

‍

Step 1: Know Your CFO's Priorities

‍

Before you pitch anything, understand what your CFO cares about:

Cost control and measurable returns
Risk management and compliance
Strategic alignment with business goals
Sustainable value creation

‍

Pro tip: Get your CRO/COO on board first. CFOs want to see executive alignment before they'll consider new investments.

‍

Step 2: Frame the Problem in Business Terms

‍

Don't talk about "better employee experience." Talk about costs:

Current State Costs:

Employees waste 1.8 hours daily searching for information
HR teams spend 60-70% of time on routine queries
Each employee replacement costs 50-200% of their annual salary
Manual processes create compliance risks and potential penalties

‍

The Real Problem: Your current HR operations don't scale. As you grow, HR costs grow proportionally, but productivity doesn't.

‍

Step 3: Show You've Done Your Homework

‍

Present three options:

Do nothing (quantify the cost of status quo)
Hire more HR people (expensive and doesn't solve core issues)
Implement AI (addresses root causes, scales efficiently)

‍

Explain why AI is the smart choice and why waiting costs more.

‍

Step 4: Build Your ROI Case

‍

The Numbers CFOs Want to See:

‍

AI on Aura can deliver:

50-70% of HR tickets resolved without human intervention
1.5+ days per week saved per HR professional
9+/10 employee satisfaction scores (vs. traditional systems)
Minutes instead of days for routine HR responses

‍

ROI Example (1,000-employee company):

Employee time savings: 26,000 hours annually (13 FTE worth)
HR productivity gain: Equivalent to 2-3 additional strategic HR roles
Reduced turnover: 2% improvement saves $200,000-400,000 annually
Avoided hiring: Scale operations without adding HR headcount

‍

We work with all our partners to create this detailed ROI guide to make talking points clear and articulate.

‍

Step 5: Address Risks Head-On

‍

CFOs hate surprises. Show you've thought through the risks:

Phased rollout minimizes disruption
Comprehensive training ensures adoption
Regular monitoring and optimization
Clear success metrics and reporting

‍

Your Success Metrics Dashboard

‍

Track these metrics to prove ongoing value:

‍

Efficiency Metrics:

HR ticket deflection rate (target: 60%+)
Time saved per inquiry
HR team productivity improvements

‍

Employee Experience:

Response time improvements
Employee satisfaction scores
Self-service adoption rates

‍

Business Impact:

Cost per HR transaction
Support headcount efficiency
Compliance accuracy improvements

‍

The Bottom Line

‍

Your CFO needs to see three things:

Clear problem with quantified business impact
Measurable solution with realistic ROI projections
Smart implementation with risk mitigation

‍

When you can show that AI will save 1.5+ days per week per HR person while improving employee satisfaction and reducing compliance risks, the business case sells itself.

‍

The key is speaking CFO language: costs, benefits, risks, and measurable outcomes. Focus on productivity gains, cost avoidance, and strategic value creation rather than just operational improvements.

Remember: CFOs fund solutions that drive business value. Show them the numbers, prove the ROI, and you'll get the green light for AI implementation.

How HR Leaders Can Prove AI ROI