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Salary Increase for Treasury and Finance Professionals in 2024

According to the recent 2025 AFP Compensation and Benefits Survey Report, treasury and finance professionals enjoyed a 3.9% increase in their base salaries during 2024. This finding is significant as it reflects the ongoing efforts within the finance sector to retain talent amid increasing market demands.

The survey, conducted in February 2025, included responses from over 1,300 professionals in treasury, finance, and enterprise payments across various organizations in the U.S. A notable 60% of the surveyed individuals indicated they were satisfied with their salaries, highlighting a positive sentiment within the industry regarding compensation.

Bonus Distribution and Employee Benefits

In addition to salary increases, a remarkable 66% of participating organizations reported awarding bonuses to their employees. Among these, cash bonuses were the most common, granted by about 89% of the companies, while 38% opted for stock-based incentives as part of their compensation packages.

Furthermore, the report indicated that a vast majority of organizations (70%) provided comprehensive benefits, which significantly contribute to employee retention. Work-life balance initiatives were also a priority for 68% of organizations, with competitive salary increases being acknowledged by 52% as effective strategies to reduce turnover.

Challenges in Talent Management

Despite positive trends in compensation, organizations continue to face challenges in talent management. A striking 67% of companies cited difficulty in finding qualified candidates for treasury and finance positions as their top concern. Additionally, 45% noted the challenge of hiring candidates who fit the organizational culture, while 40% struggled to meet salary expectations of potential hires.

From the employees' perspective, the biggest hurdles included limited resources (39%) and overwhelming volume of work (36%).

Performance Metrics

When assessing job performance, meeting pre-established objectives and goals emerged as the leading criterion, with 71% of respondents identifying it as critical. The quality of work came next, acknowledged by 59%, followed closely by overall company performance at 47%.

According to Jim Kaitz, President and CEO of the AFP, the ongoing challenges in recruiting qualified treasury and finance experts underscore the necessity for investments in human capital, technology, and organizational culture. He emphasized that these elements are fundamental to addressing the evolving demands of the modern business landscape.

Conclusion

The insights gleaned from the 2025 AFP Compensation and Benefits Survey Report are invaluable for understanding the compensation landscape for finance professionals in the U.S. With salaries on an upward trajectory and a significant portion of professionals expressing satisfaction with their compensation packages, it is evident that the finance sector is making strides in employee retention and satisfaction. However, as companies navigate challenges in talent management, prioritizing a strategic approach to these issues will be crucial for maintaining competitive advantage in the future.

For those interested in detailed salary information, the complete survey results can be found on the 2025 AFP Compensation and Benefits Survey Report webpage.