Walking the Tightrope: Balancing Hybrid Flexibility with Treasury Career Growth

Welcome back to The Treasury Market Playbook! Today, I want to dig into a topic that’s been reshaping the corporate treasury job market since the pandemic, hybrid working. As companies recalibrate their work policies, I’m seeing a noticeable shift, with more and more treasury roles now asking for 4 to 5 days in the office, across the whole spectrum of seniority. This trend has been met with a complicated mix of enthusiasm and hesitation, and it raises important questions about what today’s treasury talent is really looking for.

The Rise (and Fall?) of Hybrid Flexibility

When COVID-19 first hit, remote work went from novelty to necessity, and treasury roles adapted along with it. Many professionals saw this as a welcome change, gaining the flexibility to work from anywhere. For some, this meant moving further from office locations, settling into larger homes in quieter areas, or finally getting that dog they’d always wanted but couldn’t previously manage with a daily commute. Others used the opportunity to start families or pursue passions that thrive on a flexible work schedule, like additional studies, side projects, or personal wellness routines.

But now, as some firms seek a return to in-office work, I’ve observed a divide in the market. For roles asking for more office presence, four or even five days a week, the response has been mixed, particularly among senior and experienced candidates who have grown accustomed to flexible arrangements. For many, the prospect of being back in the office full-time now means factoring in significant lifestyle shifts, arranging childcare, handling longer commutes, or rethinking how to integrate family and work commitments.

Yet, while this shift may turn some candidates away, it’s creating opportunities for those who are open to a more in-office schedule. Interestingly, these professionals may find themselves with a competitive edge in what’s become a tighter candidate pool for high in-office roles, positioning them well for companies that value physical collaboration. For those ready to make the adjustment, it’s a chance to step into roles that now carry added visibility and potential for growth, especially in teams that benefit from close, hands-on collaboration.

The Challenge for Early-Career Treasury Professionals

For junior treasury professionals, there’s a unique tension in remote work. While flexibility offers obvious benefits, avoiding a commute, tailoring schedules, and balancing work-life commitments, there’s also a subtle downside that’s particularly challenging for those early in their careers. I’ve spoken with many early career treasury analysts and treasury assistants who, despite the perks of hybrid work, find it harder to get the mentorship and in-the-moment guidance they need to grow.

In a traditional office setting, these professionals benefit from more spontaneous, informal coaching, picking up on how their more experienced colleagues handle complex tasks, learning through quick problem-solving chats, or receiving instant feedback. Hybrid roles, while convenient, can sometimes mean missing out on these spontaneous learning moments and the side-by-side guidance that happens naturally when everyone’s in the same room.

For treasury professionals just starting out, in-office time can make a significant difference in skill-building and career development. The chance to observe and shadow senior team members provides invaluable insights into the nuances of treasury tasks that can be hard to convey over a Teams call. These early learning experiences often contribute to a more robust skill set, as junior professionals gain an understanding of workflows, decision-making processes, and the subtleties of communicating with stakeholders in real time.

For those willing to make the trade-off, the cost of commuting may be outweighed by the opportunity for faster growth, stronger connections within the company, and potentially quicker career progression. Being seen and known by team members and managers alike can help young professionals demonstrate their skills, build trust, and establish themselves as go-to resources within the team. For many juniors, the investment in face-to-face interactions now could pay dividends later, accelerating their path toward more senior roles.

Employee Well-Being and Burnout Risks

In a hybrid setup, the lines between work and personal life can blur, sometimes creating a feeling of “always being on.” This can be especially challenging in treasury, where high-stakes functions and time-sensitive demands naturally create pressure. I’ve spoken with treasury professionals who find that moving between home and the office can lead to longer work hours or a sense of constantly needing to stay connected, even outside of regular hours. This balancing act, while providing flexibility, can become exhausting over time, making it challenging to truly switch off and recharge.

Ironically, here I am writing this blog post while on annual leave, passion projects don’t fall into my work category! But it highlights a reality many of us face. Without clear lines between “work” and “home,” even our downtime can feel intertwined with the job. I’ve personally felt the isolation that remote work can bring. If my role didn’t involve so much “talk time” with clients and colleagues, I would have struggled even more during extended stretches away from the office. The absence of regular in-person interactions can lead to a feeling of “hermit mode,” which can impact both motivation and morale.

Companies are starting to recognize these nuances, emphasizing the importance of supporting employee well-being within hybrid models. For some, this means setting clearer boundaries for off-hours, while for others, it includes access to mental health resources or even team-building efforts that go beyond the screen. In treasury, where a clear head and steady focus are key, avoiding burnout isn’t just a nice-to-have, it’s essential for both individual well-being and business success. For many professionals, even a partial in-office schedule can help maintain a healthier work-life balance, giving enough flexibility while still providing the structure needed to connect meaningfully and recharge.

Evolving Skill Sets for Hybrid Treasury Professionals

In a hybrid world, the skill set for treasury professionals has shifted. While digital literacy and proficiency with Treasury Management Systems (TMS) are more essential than ever, it’s worth noting that many treasury functions remain heavily Excel-based. For all the advancements in treasury technology, Excel remains the backbone for numerous core tasks, forecasting, variance analysis, complex modelling, and custom reporting are still more practical in Excel for many teams. So, while a mastery of TMS tools helps in managing cash flows, liquidity, and risk remotely, advanced Excel skills are still invaluable and highly sought after.

On top of technical proficiency, hybrid roles demand robust independent problem-solving abilities. When working remotely, treasury professionals often need to identify and resolve issues with less direct oversight, making self-sufficiency a key trait. Hybrid work also amplifies the need for strong communication skills. Whether participating in virtual meetings, coordinating with cross-functional teams, or managing projects remotely, the ability to communicate ideas clearly and effectively has become essential.

For those just entering the treasury field or still within the first few years of their development journey, my personal advice based on my own experience working with clients across the corporate landscape, would be balancing traditional skills like Excel with a comfort level in newer digital tools. Mastering both technical and communication skills has become a central part of successfully navigating today’s job market. Employers are on the lookout for professionals who can bridge this gap, making it a key differentiator for candidates aiming to stand out in the evolving treasury landscape.

Weighing the Cost of Commuting Against Career Growth

Let’s face it, commuting is a real consideration. Time and travel costs add up quickly, especially for those living further from the office. But here’s the other side: that time spent on-site could be the extra edge needed for career advancement. Being in the office can mean more facetime with senior leaders, more spontaneous conversations, and opportunities that don’t always come across the screen.

Many treasury professionals I’ve spoken with see in-office days as a commitment to their own development. And it’s true: while hybrid roles are a trade-off, they can often deliver on those career growth promises. Finding the right balance where you’re in the office enough to gain visibility but not so much that it drains you financially or mentally, has become one of the trickier equations to solve in today’s job market.

Navigating the Hybrid Work Debate: Finding the Right Balance

As we consider the future of hybrid working in treasury, it’s important to reflect on the broader implications of these changes. On one hand, there’s no doubt that flexibility has become a significant factor for many professionals when choosing their roles. Companies that embrace hybrid models often attract a broader talent pool, allowing them to benefit from diverse perspectives and experiences.

However, the push for more in-office work, especially in treasury, raises valid questions about team dynamics and the potential drawbacks of remote arrangements. For some organizations, being together physically can foster collaboration, innovation, and a sense of community that is sometimes difficult to replicate in a virtual environment. This is particularly true in treasury, where real-time decision-making and immediate communication can be critical.

At the same time, it’s essential to recognize the varying needs of different professionals. While some experienced treasury leaders may thrive in an office environment, junior team members often require more mentoring and support. For them, having the option to work in the office can facilitate valuable learning experiences and help them build crucial relationships within their organizations.

The challenge lies in balancing these perspectives. Companies must navigate the complexities of hybrid work, considering the benefits of in-person collaboration alongside the flexibility that many professionals desire. It’s not about choosing one approach over the other but rather finding a model that accommodates both needs.

As I continue to explore and share my insight in the evolving landscape of work in treasury, it’s clear that the conversation surrounding hybrid arrangements will remain relevant. By engaging in open discussions about these challenges and embracing adaptability, we can create an environment that supports the growth and development of all treasury professionals.

As always, I’d love to hear your thoughts. Has the shift to hybrid affected your perspective on where you want to work? Let me know and stay tuned for more insights in the next edition of The Treasury Market Playbook.

Author – Craig Ryan Perkins

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