Senior Finance OFFICER
Annual Salary and Benefits -Internal Job Grade - / D1
Contract type - / Fix-term contract
Reporting to - Finance and Operation Manager
Matrix managed by - Program Managers
Staff reporting to this post - / None
Locations - / Phnom Penh and Travel to visit partners
Annual Budget - / TBC
Shaping a stronger Oxfam for people living in poverty.
Team Purpose
Provide financial and risk management services of the country portfolios. Implement and monitor financial aspects of the assigned Special Projects. Provide appraisal and analysis of the necessary financial issues of proposals and reports for back-donors.
The post holder will work for 3 programs: Resilience, Natural Resource Governance and Voice for Change
Job Purpose - Key Responsibilities and Accountabilities
· This position will work directly in consultation with the Finance and Operations Manager (FOM) responsible for the area of Financial Accounting and Reporting, Management Accounting, Finance and Financial Planning, Taxation, and Audit.
· Develop financial management framework of grant and partnership agreements in line with Oxfam financial policies and procedures, for the purpose of selection of partners with sound financial management capacity and system and generally accepted financial practice compliant with law and regulations requirements.
· Analyze the financial aspects including financial reports, variance on budget, grant management, partnership agreement, control mechanism, and financial audits of Oxfam for the sake of a proper accountability and transparency.
· Assess, together with the Program Officers the organizational structure, capacity and management systems of counterparts as well as their external risks of counterparts report to FOM to seek advice for communicating about these issues with the counterparts & propose appropriate monitoring and/or capacity-building.
· Closely monitor counterparts' financial management and implementation of activities and outcomes in collaboration with program officer. Conduct monitoring visit to counterparts check financial and audit report of counterparts compile monitoring report submit to FOM for review to ensure the quality of the report before assess them into the system.
· Contribute to the drawing up and implementation of the annual contract, and make proposals in this regard for approval and spending to targets. Monitors periodically the approvals, spending and performance at country level and revises the (financial) planning where necessary. Record this in the management information systems.
· Draws up the budget for (externally funded) project proposals on the basis of the intended project activities. When a project is approved: prepares the financial management reports in line with the standards of the back-donor(s), including a (first) analysis, and submits them FOM and Program Manager for review to endorse fro CD to sign off.
· Carry out compliance check for program/projects in every six months. Contribute to financial management/policy (such as the quality of audits, opportunities for getting advice in the financial area and the quality of financial traffic).
· Ensure the archive system of project financial management is regularly updated for easily access and for audit purposes.
· Consult with FOM take initiative to develop of a network of financial consultants, auditors in Cambodia to support these tasks when required.
· Report to FOM for any related issues before communicate to relevant units at HQ (project control, external funding, Quality & Control).
· Replacing Finance and Operation Manager temporarily while he is away from office.
Contacts Internal:
§ With team members further to develop the partner portfolio, to identify partners and funding proposals, to appraise reports and evaluation reports. With Control International Department at the head office to contribute to and co-ordinate the financial aspects/risks of the programs, budgets, financial reports and audits of counterparts.
§ With FOM and the financial administration to inform on the approval and transfer of Oxfam Novib monies to counterpart and discuss any problems in this regard.
§ With the bureau HU to discuss the financing of relief aid, and with EFU on other (external) financing proposals, regarding the financial possibilities and risks of counterparts identified for external funding, in order to contribute to the submission of financing proposals to back-donors, and to monitoring of and reporting on external funding.
§ With relevant staff members of Oxfam affiliates to discuss the implementation of the activities and (also with regional stakeholders and relevant [inter]national organisations) to inform each other on local developments.
External:
§ With counterparts to discuss the financial opportunities and risks for themselves and for Oxfam (Novib), and project budgets, financial reports, audits, the coherence with the programme and their financial management systems.
§ With external financial parties, to appraise grants and loans to (microfinance) organisations in the country.
§ With relevant programme and financial officers of other Oxfams to share knowledge on counterparts, on local developments and on possible external fundraising.
§ With external auditors and financial consultants on financial management to discuss the activities and/or problems of counterparts with the financial management and reporting.
Technical Skills, Experience & Knowledge
Essential
§ 3 years of experience in multiple projects financial management including computerised financial accounting systems, with proven track record management, preferably in international organisations;
§ University degree in Finance, Accounting and/or Business Administration, or equivalent combination of education, training and experience. Advanced degree desirable;
§ Good knowledge of accountancy software and excellent computer skills.
§ Good knowledge of mathematics, corporate financial analysis, and taxation law.
§ Excellent English and Khmer (read/write)
Desirable
§ Experience in designing and conducting finance trainings
§ Experience in assessing to select partner and conduction monitoring partners
§ Leadership & negotiations skills in dealing with people of different background.
§ Team player, who works well in a multi-cultural environment, communicates readily & shares learning with colleagues, partners, beneficiaries & officials.
§ Flexibility, ability to work independently and under pressure
§ Ability to undertake extensive travel, stay overnight in villages, and irregular working hours.
§ Skills & experience in planning & strategizing operations-related matters
Key Behavioural Competencies
§ Results orientation / 3§ Co-operation / 3
§ Planning & organisation / 3
§ Care / 3
§ Flexibility / 2
§ Analysis / 3
Competencies / Description
Decisiveness / We are comfortable to make transparent decisions and to adapt decision making modes to the context and needs.
Influencing / We have the ability to engage with diverse stakeholders in a way that leads to increased impact for the organisation We spot opportunities to influence effectively and where there are no opportunities we have the ability to create them in a respectful and impactful manner.
Humility / We put ‘we’ before ‘me’ and place an emphasis on the power of the collective, nurture the team and play to the strengths of each individual. We are not concerned with hierarchical power, and we engage with, trust and value the knowledge and expertise of others across all levels of the organization.
Relationship Building / We understand the importance of building relationship, within and outside the organization. We have the ability to engage with traditional and non-traditional stakeholders in ways that lead to increased impact for the organisation.
Listening / We are good listeners who can see where deeper levels of thoughts and tacit assumptions differ. Our messages to others are clear, and consider different preferences.
Mutual Accountability / We can explain our decisions and how we have taken them based on our organizational values. We are ready to be held to account for what we do and how we behave, as we are also holding others to account in a consistent manner.
Agility, Complexity, and Ambiguity / We scan the environment, anticipate changes, are comfortable with lack of clarity and deal with a large number of elements interacting in diverse and unpredictable ways.
Systems Thinking / We view problems as parts of an overall system and in their relation to the whole system, rather than reacting to a specific part, outcome or event in isolation. We focus on cyclical rather than linear cause and effect. By consistently practicing systems thinking we are aware of and manage well unintended consequences of organisational decisions and actions.
Strategic Thinking and Judgment / We use judgment, weighing risk against the imperative to act. We make decisions consistent with organizational strategies and values.
Vision Setting / We have the ability to identify and lead visionary initiatives that are beneficial for our organization and we set high-level direction through a visioning process that engages the organization and diverse external stakeholders.
Self-Awareness / We are able to develop a high degree of self-awareness around our own strengths and weaknesses and our impact on others. Our self-awareness enables us to moderate and self-regulate our behaviors to control and channel our impulses for good purposes.
Enabling / We all work to effectively empower and enable others to deliver the organizations goals through creating conditions of success. We passionately invest in others by developing their careers, not only their skills for the job. We provide freedom; demonstrate belief and trust provide appropriate support. We give more freedom and demonstrate belief and trust, underpinned with appropriate support.
Guidance
Ensure that the following is clear in the Job Description:
Area / DetailsAffiliate Current Grade / Ensure this is on the role profile to enable a check on comparisons/slotting
Reporting Structure / Who do they report to in the structure – how senior is their manager?
Key Distinguishing Features / Include a job summary/Purposes which helps to summarise why the role is at that level – what are the key elements of the role
Terminology / Consistent terminology is vital and often gives an initial indicator of the size of the role e.g. Assists, coordinates, manages, leads etc.
Actual Figures / In order for comparisons to me made it is vital to include, where possible, actual figures e.g. instead of using the term ‘budget holder for a large budget’ it is better to be specific ‘budget holder of £20M programme budget’, same on people management figures, instead of ‘manages a large team’, ‘manages 50 people across 4 locations.
Percentage of time spent on Job elements / Some general quantification of what percentage of time the role holder spends on main elements of the role, this could help determine job family for a blended role and give an idea of overall size of job if some aspects are less or more responsible. E.g. a HR and Administration Manager who spends 80% of time on HR and 20% on administration would be in the HR Job Family
Strategic Input / What strategic input does the role have e.g. designs and implements/contributes to/works towards, assists with the achievement of etc. Is it the strategy for a programme, country, whole region etc.
Multi-country focus Scope / Ensure if the role has regional scope that it is clear what you mean by regional scope (as the definition varies across affiliates) e.g. does the impact span 2 countries, 3 countries or all countries in the region. What is their impact and influence across these locations?
Impact of Environment / What impact does the political/religious/security/stability aspects have on the working environment, and what input does the role have in these areas - consider the individual aspects?
Geographical Area Covered in the Role / How large is the area the role covers (compared to others within the affiliate) e.g.: ‘the country programmes spans 10 locations, works with 11 partners and have a budget of £5 million’.
Specialist Knowledge / If it is a role requiring specialist knowledge e.g. HR, Finance, Logistics, Programme etc who is the most senior in country specialist for this technical area e.g. if you are writing the profile for a HR Manager and they report to the country director indicate they are the most senior technical specialist in country.
Minimum Essential Qualification / If a degree is essential in a job, this should mean that work experience is not a substitute e.g. an accountant who will sign off country accounts and in your organisation that means they must have X type of accountancy qualification to legally do this. In the job profile alternative work experience should not be indicated as the qualification should be recorded as ‘essential’.
Humanitarian Aspects / If the role requires periods of time taking on additional responsibilities or more senior responsibilities temporarily to meet business needs at times e.g. during an emergency and that is what is recruited into the roles - e.g. a Programme Coordinator role looking after disaster preparedness may need to step up and increase staff numbers, budgets etc in an emergency – indicate roughly how often is this likely to happen and does this increase the skills and competencies needed for the post? Is this significant enough to impact the zone?
Overall Impact / Where is the impact of the role felt – internally/externally – how far receiving is the impact etc
Size and Balance of Four Factors / Ensure the role profile covers details of the 4 elements to you can ascertain where the impact of the role felt;
- Internally – just in your affiliate, across several affiliate
- Externally – in partner organisation, at government level
- How wide is the impact- across one country, across a region?
- Will any factors be larger than others/what will the balance be? e.g. a logistics Manager may be high on management due to significant responsibility for staff numbers, stock, warehouses, budgets etc
· Management e.g. people, budgets, assets, projects, discretion
· Analysis and problem solving e.g. creativity, forward planning
· Knowledge and experience e.g. qualifications required, skills
· Impact e.g. contacts, advice, consequences