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From Leading Shared Services to Supporting SEND Families – Meet Samantha Ryan

​When it comes to shared service management, Samantha knows her stuff.With a career built on navigating fast-paced change, leading high-performing teams, and staying two steps ahead of the next big thing in business ops, she’s seen (and solved) it all. But Sam’s talents don’t stop at spreadsheets and strategy—she’s also the author of SEND Help!, a heartfelt and practical guide for parents navigating the world of Special Educational Needs.In this Q&A, Liam O'Flaherty sat down with Samantha to chat about the reality of leadership in shared services—what it takes to thrive, what’s changing fast (spoiler alert: AI is knocking at the door), and why staying human in the digital age might just be the most powerful skill of all.Whether you're eyeing your first step into a shared services role or already deep in the trenches, Samantha’s insights are refreshingly honest, full of warmth, and packed with practical takeaways. Let's dive in.​What do you think future leaders should prioritise or focus on most in order to successfully make themselves appointable as a shared service manager?I think it’s less about ticking off qualifications and more about showing you can actually lead people through mess and change. You need to be someone who stays calm under pressure, communicates clearly, and isn’t afraid to get stuck in. If you’re the kind of person who sees a knot and wants to untangle it, you’re probably halfway there already. When leading a shared services team, you need to have one eye on how your operation is running right now and the other eye on what’s coming down the pipeline - the next new technology or shared services operating strategy. Curiosity is key to ensuring you always stay abreast of emerging technology and ways of working.​What are both the best and the most challenging aspects of being a shared service manager of a fast paced business?The best bit is the variety - you’re never bored. You get to fix things, improve how stuff works, and genuinely help people. I have always found great joy in my work and being of service to others, whether that’s leading a shared service team, a purchase to pay department or as a global process owner. The hardest part? There’s always something going on. Priorities change quickly, and you have to juggle a lot without dropping the ball. It can be exhausting some days, but also really rewarding when you get it right​What are your opinions about the relationship between a shared service manager and the CFO and CEO? What is critically important in building a successful partnership and providing the right support to the CEO/CFO?Trust is everything. They need to know you’ve got the detail covered, that you’ll flag issues early, and that you’re not sugar-coating anything. It’s also about understanding what keeps them up at night and making sure the shared service function isn’t adding to that. You’ve got to be steady, honest, and clear with no fluff.​What new key skills or attributes do you think the next generation of shared service managers are going to need to develop?Flexibility and digital confidence. Things move quickly now, and you’ve got to be open to learning new systems, new ways of working, and even letting go of old ways that aren’t cutting it anymore. People skills still matter too, probably more than ever. This current generation expect a work/life balance and flexibility – neither of which are bad things. So, ensuring you understand the needs of your team and the culture of your workforce is essential.​Are new technologies like Artificial Intelligence having much of an impact on your role as shared service manager yet? What impact do you think they will have over the next few years?Absolutely, AI has arrived. The key is to understand it, leverage it and not be afraid. AI can be really useful to shared service teams. Some of the repetitive stuff is getting automated, which is a win if it means teams can focus on the work that really needs a human brain. Over time, I think we’ll lean on AI more and more. It’ll still need people who understand the bigger picture and can spot when something doesn’t feel right. Shared Service leaders need to embrace AI and make it work effectively for their business.​Is it possible to maintain a reasonable work life balance at shared service manager Level or do you have to accept that there will be personal sacrifices in order to progress to that level?Honestly? There are busy seasons and tough patches where balance goes out the window. But I do think it’s possible overall, you just have to be clear with yourself (and others) about what’s non-negotiable. I’ve learned not to feel guilty about switching off, because you can’t pour from an empty cup.​Away from core knowledge, what personality traits have been critical to your success as a shared service manager? Are these natural or have you worked on developing them?Patience, humour, and the ability to stay calm when things get chaotic. Some of that’s just who I am, but I’ve definitely had to work on things like not taking things personally and learning to pick my battles. It’s a people-heavy role, so you need thick skin, but also empathy. What is the one single best piece of advice you were given early in your career that still holds true today?“Don’t wait to feel ready - just start” and “dress for the job you want, not the job you’ve got” (I actually think I first heard that on a Jennifer Aniston movie years ago!). I’ve learned that you grow into roles, not the other way round. Don’t wait to be asked to step forward in your role. Go that extra mile. Say yes, even if your voice trembles as you say it. Most people are winging it to some degree anyway.  In ConclusionSamanthas’s approach to leadership is the kind we all wish we worked with—real, grounded, and refreshingly human. From embracing AI to keeping empathy at the centre of decision-making, she reminds us that successful leadership isn’t about having all the answers—it’s about staying curious, stepping up, and staying calm when things get chaotic.Whether you're at the start of your shared services journey or eyeing your next big promotion, there’s something in Samantha’s story for everyone. And if you’re juggling a demanding role with life outside of work (who isn’t?), her reflections on balance, boundaries and being brave even when you’re not 100% ready hit just the right note.If you want to explore more of Samantha’s world beyond shared services, check out her brilliant book SEND Help!—a thoughtful, empowering guide for parents supporting children with Special Educational Needs. Because just like in business, when we work together, support each other, and lead with heart, amazing things happen.​Looking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAYand let's chart your career path together.​

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Salary Survey Update by Regional Director, Aaron Pepperday

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The trends have changed, but the landscape remains challenging — albeit in a positive way. We may well be in the midst of a perfect hiring storm.

​It feels like the market has come a long way in a relatively short space of time, with the challenges of 2022/23 behind us and a more ‘rational’ outlook across the market, it certainly bodes well for businesses and candidates to find exactly what they need throughout the ever-changing South Yorkshire region.

The drive across the market throughout 2022/23, which resulted in increases to packages on offer to attract high-level candidates has remained. With the most noticeable impact being entry level and graduate hires, who saw substantial boosts in packages from newly AAT qualified candidates to ACA/ACCA studiers, as clients invest in future succession planning across all sectors, especially professional practice.

On the contrary, flexible and remote working opportunities have dwindled, drastically so in certain sectors. This major talking point is due to businesses urging or even insisting employees return to the office. Consequently, this has induced a certain degree of uncertainty among employers and has spurred the passive candidate market into a more active one.

The demand for ACA and ACCA qualified candidates with technical accountancy training remains high, driven by the technical requirements within finance functions. In response, a wave of technically proficient accountants equipped with commercial mindsets are emerging in the market, bridging the skills gap. The challenge of the market is not only in the shortage of technical abilities but also the growing need for commercial support in Financial Planning & Analysis, and Finance Business Partnering.

"The demand for ACA and ACCA qualified candidates with technical accountancy training remains high."

Businesses today are actively seeking candidates that possess a commercial mindset, capable of extracting and interpreting raw data, performing market trends and cost analysis, and communicating their findings effectively to senior management. This is particularly relevant with the integration of Power BI. They also appreciate candidates with a desire for involvement in key projects like M&A activity, growth, and investment which offer stimulating experiences.

Contrastingly, while the market for qualified candidates is becoming more stable, transactional market conditions are still fluctuating. Salaries are beginning to plateau; however, discrepancies still exist across sectors and sizes of businesses. Interestingly, SMEs defy this trend by continuing to boost salaries, an indication of the valuable contributions these candidates can bring to a business.

At the senior end, the market continues to show strength, offering a diverse range of packages. The broad opportunities this market represents signifies its health, even though the volume seen in 2022 is yet to be matched.

Overall, the outlook is certainly positive. With the prospect of a period of significant political change over the next 12 months aligned with what has already been described as a soft landing by experts across the UK economy, we should see further growth across the candidate and client pool. As confidence continues to flourish throughout the region and the expectation for it to carry into early 2025, we expect packages will continue to rise but at a slower rate with more emphasis around salaries and less emphasis across flexibility and remote working, ensuring that the market remains buoyant between now and Q3 of 2025.

Aaron Pepperday is Regional Director at Sharp Consultancy and focuses upon the recruitment of senior finance and accountancy professionals across the South Yorkshire region; contact Aaron on 0114 261 1700 or aaronp@sharpconsultancy.com.