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Pacific

Community

Communauté

du Pacifique

JOB DESCRIPTION

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Organisational Context and Organisation Chart

The position of Financial Planning & Analysis Manager in the central finance team is a key role in the provision of quality finance services to all SPC. The FP&A Manager is responsible for ensuring that the FP&A team provides financial services under their care at a high standard.

Finance services are delivered through a shared services model. This means the central finance team within O&I, and the finance staff within divisions, work and collaborate in alignment. Other important projects currently underway in finance include various systems reviews and changes.

The FP&A manager, as a member of the senior finance (3 direct reports to the finance director), would be expected to contribute to strategic discussions and outcomes, and provide leadership on issues within the wider organisation.

In addition to the detail requirements of this position, the FP&A manager is part of the Finance Pool. The pool is a grouping of finance staff across SPC whose roles may be transferrable depending upon the needs of the organisation, individual capabilities, and personal aspirations. The pool is the means through which workforce planning for all finance services will be developed. This is the second phase of the ongoing shared services project, which aims to bring about connected finance service delivery throughout SPC.

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Key Result Areas (KRAs):

The position of Financial Planning & Analysis Manager encompasses the following major functions or Key Result Areas (KRAs):

KRA 1: Leadership and coordination (40%)

KRA 2: Support to the finance director (20%)

KRA 3: Support to other areas (20%)

KRA 4: Shared services (10%)

KRA 5: People management (10%)

The performance requirements of the Key Result Areas are broadly described below.

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The above performance requirements are provided as a guide only. The precise performance measures for this job will need further discussion between the jobholder and supervisor as part of the performance development process.

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Most Challenging Duties Typically Undertaken (Complexity):

Most challenging duties typically undertaken:

  • Providing strong financial management leadership in a continuously evolving environment where new partnerships, donors and cross-divisional projects are initiated and implemented.
  • Providing strategic and insightful support and advice to the finance director.
  • Managing different stakeholder needs and expectations in a changing environment.
  • Managing financial risk in a complex environment.
  • Managing staff across two locations with different cultures.
  • Promoting the new Shared Services way of working in a traditionally siloed organisation.

Functional Relationships & Relationship Skills:

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Level of Delegation:

Overall budget managed by the role: 0 €

Budget sign off authority without requiring approval from direct supervisor: 2.000 €

SPC bank account signatory per finance delegation.

Personal Specification:

This section is designed to capture the expertise required for the role at the 100% fully effective level. (This does not necessarily reflect what the current position holder has.) This may be a combination of knowledge / experience, qualifications or equivalent level of learning through experience or key skills, attributes or job specific competencies.

Qualifications

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Knowledge/Experience

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Key Skills/Attributes/Job Specific Competencies

The following levels would typically be expected for the 100% fully effective level:

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Key Behaviours

All employees are measured against the following Key Behaviours as part of Performance Development:

  • Change and Innovation
  • Interpersonal Skills
  • Teamwork
  • Promotion of Equity and Equality

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  • Judgement

Personal Attributes

  • Excellent analytical skills
  • Skills in problem identification and resolution
  • Ability to meet deadlines
  • Proactive and high initiative
  • Able to handle high pressure, high workload environments
  • Ability to work across different stakeholder environments and apply different capabilities to situations

Change to Job Description:

From time to time it may be necessary to consider changes in the job description in response to the changing nature of the work environment - including technological requirements or statutory changes. Such change may be initiated as necessary by SPC. This Job Description may also be reviewed as part of the preparation for performance planning for the annual performance cycle.

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At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.