Budget Manager

The Budget Manager works in the Finance department of the Kamin Science Center and is responsible for budget preparation across all fund types involving confidential information and future planning scenarios. Confidentiality is a must. Involvement includes broad business lines including exhibitions, and public programs, Giant Screen Cinema, parking and other ancillary operations.  This position evaluates, interprets, and implements complex financial and accounting concepts or techniques for financial budgeting, planning and control. 

Qualifications

 Education and Experience:

• A bachelor’s degree with emphasis on business management, finance, and accounting, and minimum of 5 years of related work experience is required, preferably in a nonprofit and/or academic setting.
• Experience/demonstrated interest in arts, and non-profit accounting are preferred. 
• Must have familiarity with Microsoft Office software, including advanced knowledge of database and spreadsheet applications.
• Will be expected to gain proficiency in computerized accounting software: Blackbaud Financial Edge (FE). Prior experience with FE and fund accounting is desirable.

Knowledge, skills, and abilities:

• Strong organizational and communications skills, analytical problem solving, and ability to gather, analyze and communicate financial data and concepts.
• Experience with non-profit accounting, general ledger maintenance and analytics, and grant reporting are preferred. 
• Confidentiality and attention to detail are imperative, along with the ability to initiate and complete projects accurately, on time, and under pressure.
• The successful candidate will be able to thrive in a busy, multi-tasking environment with limited direct supervision.

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

Principal Accountabilities:

BUDGET:

• Manage the CSC Budget completion process in conjunction with the Senior Director. This work is highly confidential and requires completion of several budget scenarios regarding future priority projects and initiatives.
• Structure changes and future reorganizations are part of this work.
• Personnel and scenario work is completing using Adaptive Insights budget software.
• Budgets across all fund types are included especially grants. 

GRANTS:

• Work with Senior Director to ensure timely and accurate review of proposals including budgets and budget justifications. 
• Manage the grant fund processing and account creation for all awarded grants and sub awards. 
• Track and monitor grant budget detail and perform monthly reporting and reconciliations. 
• Update the PI’s on the status of their budgets. Involves confidential salary and benefit information.

REPORTING:

• Manage and interpret the accurate and timely development and preparation of monthly financial statements, payroll reporting, statistical reporting, foundation reporting, monthly variance analysis and other ad hoc reporting for section/department heads. 
• Create written analytical review reports of monthly financial statements to ensure adherence to annual and year to date budgets.
• Involves confidential salary and benefit information.

TRAINING:

• Manage CSC University Finance training including training on budget preparation, financial statements review and understanding, pcard requirements and reconciliations, travel policy and procedures and other ad hoc training as necessary.

FINANCE OPERATIONS:

• Assist Senior Director and other Finance team members with the periodic analyses to evaluate the efficiency and effectiveness of finance-related procedures.
• May involve proforma analysis in conjunction with other Finance team members.

FINANCE SUPPORT:

• Assist Senior Director and Financial Manager with duties such as daily cash balancing (Siriusware and FE), journal entries (FE), Siriusware program or event set-up, Involvement in any new software to enhance CSC/CMP operations (Tessitura).

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.