Director of Finance & Administration
City of Pittsburgh
Carnegie Museums of Pittsburgh, 4400 Forbes Avenue, Pittsburgh, Pennsylvania, United States of America10 months ago
13 views4 saves1 applies
Job Type
full time
Description
There's no cultural organization in the world quite like Carnegie Museums. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We're committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. Carnegie Museums is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.
This Full-Time position is eligible for the Carnegie Museums' many Benefits.
Please scroll to the bottom of this page to see information on the starting pay
The Director of Finance & Administration works with the VP to ensure the effective overall administration of Facilities, Planning, and Operations (FP&O). Actively fosters communication and cooperation among component departments and with relevant components of Carnegie Museums (CM) to further the mission and strategic goals of FP&O. With the VP and in conjunction with relevant components of CM, is responsible for oversight of fiscal management, legal affairs, human resources, and information systems throughout FP&O. Works closely with all FP&O managers on organizational and administrative issues. Represents the VP at meetings and functions when the VP is unavailable. Assists the VP in the evaluation, planning, implementation and management of budget and policy related directives affecting the operations of the department.
Qualifications
Knowledge, skills, and abilities:
- A solid understanding of finance and accounting is required, as well as a working knowledge of MS Windows, Access, Word and Excel.
- Excellent interpersonal and communication skills; the ability to effectively communicate and coordinate actions with Senior Staff, VPs, immediate FPO staff, Museum staff and vendors.
- Ability to develop, monitor and work within fixed annual operating budgets.
Education and Experience:
- Position requires: a BA from an accredited college or university in business administration or related field and a minimum of 5 years’ experience at a supervisory level.
Principal Accountabilities
- Works with the VP to ensure the effective administration of FP&O.
- Actively fosters communication and cooperation among FP&O departments and with relevant components of CM to further the mission and strategic goals of FP&O.
- Serves as a member of FP&O’s senior management team.
- Works with the VP on organizational initiatives and planning.
- Responsible for fiscal management and oversight, including budgeting, forecasting, control, and reporting.
- Develops, updates, and reviews budgets with staff members; ensures compliance with budget goals and guidelines.
- Prepares information for and acts as liaison with the CFO and Controller.
- Communicates and ensures compliance with CM’s financial policies and procedures.
- Serves as a member of CM’s financial managers’ team.
- In collaboration with CM’s department of information technology ensures the effective operations of FP&O’s information systems.
- Recommends and implements policies and procedures to improve the daily operations of FP&O in areas such as customer service, facilities, security, and technology.
- In collaboration with CM’s human resources department, directs human resource functions at FP&O, including input on staff recruitment, selection, evaluation, discipline and termination.
- With input from legal counsel as required, prepares and negotiates contracts relating to bargaining units, independent contractors, vendors, and special projects.
- Continues professional development to ensure the improvement of FP&O’s administration, services, and programs.
- Represents the VP at meetings and functions when the VP is unavailable.
- Work is primarily sedentary in nature; no special demands are required.
The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.
Carnegie Museums is an Equal Opportunity Employer
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
Carnegie Museums is an Equal Opportunity Employer
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
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Skills
windowsbudgetingforecastingcustomer service
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