SUMMARY: The Finance Director will be a proactive and highly visible member of the Finance team reporting directly to the SVP Finance. In addition to interacting heavily and partnering with members of the business unit leadership team, the Finance Director will have responsibility budgeting and forecasting, management reporting, cash flow projections, strategic and operational planning, business modeling and ROI analysis, and other value-added financial analysis. This is a hands-on role that requires a proven individual who can support both high level complex financial responsibilities and dive into the details, on a daily basis.
ESSENTIAL FUNCTIONS : Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
Serve as the business unit's finance partner in driving growth
Demonstrate a proven ability in developing robust financial models and analysis that will identify emerging trends, support decision making, and create forward looking visibility.
Lead annual operating and capital budgeting and planning process
Lead monthly forecasting, analysis, and reporting efforts for the business unit
Oversees the monthly revenue cycle for the business unit assuring accuracy, timeliness, and control over critical revenue recognition processes
Works closely with Accounting team to assist in development of uniform accounting policies and procedures
Regularly analyze operations to identify areas in need of improvement, reorganization, elimination, expansion, or additional investment.
Drive change throughout the business by providing strong, data driven, analytical leadership
Manage the production of existing and development of new reporting tools (dashboards, scorecards, bridges, etc.) and KPIs that will deliver insight into revenue and operating expense trends, track capital project spending, headcount, and surface risks/opportunities.
Supervisory Responsibilities: Directly supervises 1-2 Full-time Equivalent (FTE) regular employees and/or contractors. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
MINIMUM REQUIRED QUALIFICATIONS :
Bachelor's Degree in Finance or Accounting
Minimum of 10 years of applicable experience in roles of increasing responsibility, size, and scope in a Finance capacity of organizations that have experienced rapid growth and scaled successfully
Equivalent combination of education and experience
Certificates and Licenses: None required.
OTHER REQUIRED QUALIFICATIONS:
Proven track record in successfully hiring, mentoring, and building great teams
Proven skillset in strategic and operational planning, budgeting, and forecasting
Ability to analyze and synthesize large amounts of data to identify and present succinct observations and recommendations to the Leadership Team and their functional leaders
Excellent communication (verbal and written) and influencing skills
Strong ethics - has a high personal and professional ethical standard and fosters a diverse and respectful workplace.
Strong computer proficiency developing complex financial and analytical models, and familiarity working with ERP systems and integrations, preferably using Salesforce, NetSuite, and Hyperion PBCS
Ability to interface at all levels of the organization and a demonstrated commitment to internal and external customer service
Ability to travel 10% of the time
Ability to clear required background check
DESIRED QUALIFICATIONS :
CPA, CMA certification or MBA is a plus
Prior experience as in an educational services/Ed Tech business is a plus
WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This position is virtual and open to residents of the 50 states, D.C.East Coast hours will be required.
COMPENSATION & BENEFITS: Stride, Inc. considers a person's education, experience, and qualifications, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee's salary level. Salaries will differ based on these factors, the position's level and expected contribution, and the employee's benefits elections. Offers will typically be in the bottom half of the range.
We anticipate the salary range to be $140,643.75 - $239,870.40. Eligible employees may receive a bonus. This salary is not guaranteed, as an individual's compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.
Job Type
Regular
The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.
Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.
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)
