Senior Financial Analyst

Description

• Analyze billing and accounts receivable data.

• Work with the billing, operations and Program Leads to enhance periodic reporting and analysis

• Stakeholder Communication - Serve as a liaison between business stakeholders, finance and technology teams.

• Financial analysis - Support the FP&A teams in performing monthly financial analysis. Support the budget process with data, analysis and reporting of key performance indicators that drive program level economics.

• Support the Controller function to streamline excel based reporting and tracking.

• Process Improvement - Identify areas for process optimization and efficiency enhancement. Recommend process improvements and assist in their implementation.

• Providing workflow management to optimize daily activities.

• Demonstrates strong problem solving and time management skills.

• High level of diplomacy, organizational awareness, and discretion.

• Detail-oriented.

• Providing administrative support including scheduling team meetings, maintaining calendars, distributing the mail, supporting P-Card processes, coordinating required signatures and other administrative duties as needed.

• Write and edit documents from letters, reports and instructional videos.

• Ability to communicate effectively both verbally and in writing.

• Maintain and orderly work environment and perform tasks as prescribed.

• Perform operational special projects and other duties as assigned.

• Facilitating communications, meetings, and minutes for Committees of the Board

Education and Experience

• Three years' experience in administrative and operations management.

• Strong organizational, interpersonal skills and communication skills required.

• Computer literate including Microsoft Office and Internet Explorer with the ability to learn new software applications.

• Technology and equipment management including on boarding and off boarding support.

When you join The Home for Little Wanderers, you join a team of professionals dedicated to creating better, brighter futures for kids.

For over 200 years, The Home for Little Wanderers has helped build stable lives and hopeful tomorrows for vulnerable children and their families. Our 25+ community-based and residential programs serve thousands of at-risk youths from birth to age 26. Many of these children have experienced abuse, neglect, trauma, or a disrupted family life. As the oldest child welfare agency in America, we provide them with safe surroundings, permanent loving relationships, and a secure path toward a better, brighter future. To learn more about the incredible impact our employees have on the lives of children and families, click here: ~~~

What The Home Can Offer You

In addition to the chance to make a lasting impact on the lives of countless youth, The Home for Little Wanderers offers competitive salaries and a comprehensive benefits package including:

• Generous time off including up to 20 days per year for new full-time employees, plus 11 holidays, 5 sick days, and 2 personal days

• Health and Dental Insurance that is effective immediately upon hire

• Extensive training to new staff

• Tuition reimbursement of up to $2,400 per fiscal year

• 403(b) Retirement Plan with employer match

• Employer paid Long-term and Short-term Disability Insurance, plus Basic Life and AD&D Insurance

• And more!

Valuing Diversity

We are committed to excellence in diversity, equity, and inclusion, while simultaneously creating a culture that supports those values. We believe the differences we bring enhance our ability to provide exceptional service and care to diverse children, families, and communities. Moreover, diversity, equity, inclusion, and belonging align with our values and our mission to help vulnerable children and their families build permanent, positive change.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)