Finance Manager

JOB ROLE PROFILE AND PERSON SPECIFICATION

Post Title and Number: Finance Manager

Present Grade: MM2 Dept: Finance

Service/Section/Team: Corporate Finance / Budget Challenge/ Capital and Projects/

Reports to (title): Head of Finance

Purpose of the Role:

To support the Head of Finance in delivering a high quality, flexible, professional finance service that reacts to business priority changes and adapts to current requirements. Ensure that the team works as efficiently and as effectively as possible, supporting the councils operating principles and representing value for money services.

Providing robust financial advice to senior stakeholders, presenting information to committees and governance forums as required (e.g. Cabinet, CMB, DMT) on all financial matters relating to the post holder s specific area of work.

Working with the Head of Finance to play a key role in the development and implementation of Council wide financial strategies and procedures, in particular the preparation of the Council s statutory accounts, revenue and capital budgets and the Medium Term Financial Plan, and to contribute to the continuous improvement of the Council s overall financial administration, management and performance.

To give advice and report on the financial implications of new projects, policies and service developments as required in the context of corporate priorities and financial resources

To promote and ensure the adoption and adherence to agreed financial processes throughout the Departments together with an understanding of the service menu that will be supported. To provide training, guidance and support that is designed to empower departmental managers to become self–sufficient in day–to day financial activities

The post holder will be expected to identify innovative solutions to difficult financial problems and to work unsupervised on a wide range of complex financial and service delivery issues requiring lateral thinking and analytical skills. To actively seek continuous improvement and increased efficiency in the delivery of the service.

To act in a deputising role in the absence of the Head of Finance

Dimensions including Structure Chart:

Annual budgetary amounts with which the role is either directly or indirectly concerned: A shared responsibility for the overall council budget of GBP1billion (RevenueBudgets) and GBP500million (Capital Budget).

Structure Chart: Reports to one of 4 Head of Finance posts according to the specific post and team

Number of direct reports: Up to 4 direct and shared responsibility for a pool of 8 staff

Nature of reporting relationship between post holder and line manager: The post holder will work independently but closely with their line manager and will on occasion be required to deputise for the line manager.

Any other relevant statistics

Key Accountabilities:

Accountabilities

Percentage of Time (%)

Support the Head of Finance to deliver the service menu for a specified area of activity

Responsible for leading on the delivery of specific service menu items according to the role and delivering these to a high standard This may include, but is not limited to, reviewing and challenging budget decisions, corporate accounting and financial planning, treasury management, supporting capital and project financial planning, including the development of business cases and providing financial activity support to services across the Council.

Representing the Director of Finance at internal and external working groups, committees and other meetings where the role can be advisory, consultative or decision–making.

Plan and manage the work of the team ensuring that all team members understand the service menu, standards and performance indicators, and are proactive in contributing to delivery of team objectives

Ensure all team members are appropriately trained to be able to carry out these processes in a consistent and efficient manner

Maintain a comprehensive and up to date knowledge of all relevant legislation, procedures and current and emerging best practice for the area of responsibility and ensure that the organisation meets all of its statutory, regulatory and contractual obligations

Pro–Actively seek opportunities to deliver efficiencies including through the implementation of system improvements and increased automation

Developing, determining and ensuring performance objectives for teams within the management remit are delivered. Ensuring that these are understood and that appropriate output focused performance management measures are developed and effectively implemented.

Any other duties reasonably requested by management

Carry out all accountabilities in compliance with the Council s Policies and Procedures

Key Relationships (Internal and External):

Build and maintain effective relationships with senior officers across the organisation in order to develop, improve and provide a proactive, flexible, customer focused service solution. This will include Directors, Assistant Directors, Heads of Service and Budget Holders, with briefings provided to CE, Cabinet Members, Directors, CMB, and other Departmental DMTs as necessary

Establish and maintain excellent relationships with Heads of Finance, other Finance Managers, service contacts and other back office hubs to facilitate a shared approach to meeting business requirements and developing better ways of working.

Liaison with external bodies and stakeholders as required in order to accomplish the requirements of the specific role. This may include Government Departments at a senior level, MPs, GLA Members, key stakeholders e.g. Borough Police Commander, Senior Officers in NHS Enfield & PH England, Head of CVS and community representatives.

Equality and Diversity:

The Council has a strong commitment to achieving equality in its service to the community and the employment of people and expects all employees to understand, comply with and promote its policies in their own work.

Health and Safety:

The post holder shall ensure that the duties of the post are undertaken with due regard to the Council s Health and Safety Policy and to their personal responsibilities under the provisions of the Health and Safety at work Act 1974 and all other relevant subordinate legislation.

For a more detailed definition of these responsibilities, refer to the current versions of the Corporate Health& Safety Policy, Group Safety Policy and employee information leaflet entitled "Health & Safety Policy; Guidance on Staff Health & Safety Responsibilities".

Corporate Health and Safety Responsibilities

All employees have personal responsibilities to take reasonable care for the health and safety of themselves and others.

This means:

1. Understanding the hazards in the work they undertake;

2. Following safety rules and procedures;

3. Using work equipment, personal protective equipment, substances, and safety devices correctly; and

4. Working in accordance with the training provided and only undertaking tasks where appropriate training has been received.

Employees shall co–operate with the Council by allowing it to comply with its duties towards them. This requires employees to:

take part in safety training and risk assessments and suggest ways of reducing risks; and

take part in emergency evacuation exercises.

Employees shall report all accidents, near miss incidents and work related ill health conditions to their manager/supervisor/team leader.

Employees shall read the Corporate Health & Safety Organisation Part B Policy to ascertain and understand their responsibilities as an employee, line manager, Assistant Director or Director of the Council.

Information Security:

In order to protect the confidentiality, integrity and availability of Council information, including information provided by customers, partner organisations, and other third parties, where applicable, employees will comply with the Council s Information Security Policy.

Statement of Commitment to Safeguarding of Children and Vulnerable Adults through safer employment practice:

Enfield Council is committed to safeguarding and promoting the welfare of children and vulnerable adults. Safe recruitment of staff is central to this commitment, and the Council will ensure that its recruitment policies and practices are robust, and that selection procedures prevent unsuitable people from gaining access to children, young people and vulnerable adults. All staff employed to work with or on behalf of children and young people in the Council must be competent.

All staff working with Children & Vulnerable Adults should be aware of, and share the commitment to safeguarding and promoting the welfare of children, young people and vulnerable adults when applying for posts at Enfield Council.