Job Opening for Senior Financial Analyst in Carnegie Museums of Pittsburgh (4400 Forbes Ave, Pittsburgh, PA 15213)

The CMP COVID-19 Employee Vaccine Policy requires that all employees provide proof of COVID vaccination or if not fully vaccinated, must provide proof of negative COVID-19 testing on a weekly basis.

The Senior Financial Analyst is responsible for developing and implementing a variety of financial analyses for the Facilities, Planning, and Operations (FP&O) department. The Senior Financial Analyst will work with the Director of Administration to develop budgets, implement and monitor progress against financial goals for the budget, major projects and long-term financial planning. This position assists with budgets and forecasts for all FP&O departments and is responsible for writing analytical reports for financial variance analysis, as well as developing and monitoring statistical and financial reports to provide high quality management information.

EDUCATION AND EXPERIENCE:

Bachelor’s degree in Accounting required.
MBA or equivalent degree preferred.
5-7 years financial administration/project management experience with strong accounting and non-profit experience, computer/systems management and analytical skills, preferred.

KNOWLEDGE, SKILLS, AND ABILITIES:

Must have strong interpersonal and communication skills.
Proven ability to write clear and concise business analysis.

PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature; no special demands are required.

ESSENTIAL FUNCTIONS AND ACCOUNTABILITIES:

Assists the Director of Administration with the development, management and analysis of budgets, forecasts and related information to effectively monitor revenue, expenses, allocated expenses and fund balances.
Develops financial analysis and writes analytical performance reports for a variety of corporate performance measures for FP&O senior management to evaluate and monitor performance.
Assists with developing budgets and forecasts for all FP&O departments.
Works with the Director of Administration to monitor time and attendance records for all FP&O staff, ensuring all union contracts are being followed.
Assists with various financial reporting issues and analyses of cost and energy data for annual benchmarking participation.
Maintains excellent internal communications and relationships with other CMP staff to assure effective cost management to achieve Museum goals.
Actively participates in the various task force teams to assure the effective coordination and communication of FP&O Department needs.
Conducts special projects, as determined by the Director of Administration or VP of FP&O to achieve the goals of the FP&O Department.
Other duties as assigned.

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-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

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.