Sr. Manager - Finance, Planning, & Analysis (Aviation)

POSITION OVERVIEW 

As a key leader in the organization, this position is responsible for directing the business and operational financial planning and analysis activities for the Americas business unit. 

ESSENTIAL DUTIES & ACCOUNTABILITIES 

• Lead and coordinate the annual business planning process, monthly and quarterly forecasts and periodic risk and opportunity meetings with management. 

• Identify and explain the key drivers of variances to prior periods, current forecasts and annual plans. Present detailed findings to senior management. 

• Prepare monthly, quarterly and annual financial reports for management and the Board of Directors. 

• Recognize changes to plans or projects when appropriate and ensure they are reflected in the current outlook or forecast.  Proactively identify and communicate areas of profitability improvement for the company. 

• Maintain and review detailed financial models including forward-looking P&Ls, cash flows and balance sheets.  Assist in evaluating and forming long range financial plans. 

• Create and streamline FP&A reporting packages. 

• Review and report on the financial performance of the organization to the company leadership. 

• Implement and update a financial scorecard to maintain consistent financial reporting data and analysis across the organization. Strengthening the link between operational metrics and P&L reporting. 

• Partner with the business leaders in the areas of Business Development, Operations and Finance to provide financial direction and guidance on key contracts and significant business initiatives. 

• Evaluate the financial return of large capital expenditures and oversee the capital planning and review process. Utilize financial valuation models to properly evaluate capital investments and leasing opportunities (e.g. Aircraft Dry Leasing business). 

• Assist the organization in optimizing supply chain spending and target costing initiatives. Identify and recommend actions in high impact areas for cost and productivity improvements. 

• Design effective processes and systems (e.g. OneStream reporting and forecasting capability) to track financial metrics against expectations and plans including predictive measures that identify potential shortfalls. 

• Participate in and complete special projects and M&A analysis as required by senior management. 

QUALIFICATION REQUIREMENTS 

• Degree in Business Administration, Accounting or Finance. MBA and/or CPA preferred. 

• Experience in a senior level finance role, partnering with operations management at multiple levels and implementing financial management strategies. 

• Knowledge of finance, accounting, budgeting, and cost control principles including US GAAP, and internal control frameworks. 

• Proficiency in finance and accounting systems (e.g. ERP, Hyperion, OneStream) and Microsoft Office applications. 

• Excellent oral and written communication skills. 

• Ability to motivate teams to produce quality materials within tight timeframes. 

• Excellent analytical and organizational skills. 

• Minimum of 8-10 years’ experience in business administration, finance and accounting or operational roles. 

• Minimum of 2 years in key financial management roles. 

ORGANIZATIONAL CORE VALUES 

• Safe – We are absolute in our belief in the tenets of Destination Zero and that Zero is not only achievable, but the only acceptable outcome. 

• Efficient – We are focused on outcomes that are smart and responsible by making the best use of our resources to maximize overall productivity as a high performing organization. 

• Quality – We are committed to ensuring excellent organizational performance, which produces sustainable and reliable outcomes. 

• Service – We are dedicated to the service of our customers, our communities and each other. 

BEHAVORIAL COMPETENCIES 

• Drive & Energy - Effective performers have a high level of energy and the motivation to sustain it over time. They are ambitious and passionate about their role in the organization. They have the stamina and endurance to handle the substantial workload present in today’s organization. They are motivated to maintain a fast pace and continue to produce even in exhausting circumstances. 

• Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, marketing, operations, information technologies, human resources, etc.). They add organizational value through unique expertise in a functional specialty area. They remain current in their area of expertise and serve as a resource in that area for the organization. 

• High Standards - Effective performers establish and model standards that guarantee exceptional quality and necessary attention to detail. They continually seek to improve processes and products, and they hold staff accountable for quality. They find best practices, share them, and then improve upon them. 

• Initiative - Effective performers are proactive and act without being prompted. They don’t wait to be told what to do or when to do it. They see a need, take responsibility and act on it. They make things happen. 

• Integrity - Effective performers think and act ethically and honestly. They apply ethical standards of behavior to daily work activities. They take responsibility for their actions and foster a work environment where integrity is rewarded. 

• Conflict Management - Effective performers recognize that conflict can be a valuable part of the decision-making process. They are comfortable with healthy conflict, and they support and manage differences of opinion. They thwart destructive competition or friction and use consensus to debate and resolve issues. 

• Mission Focus - Effective performers understand and support the organization’s mission – its core purpose for being. They believe in the mission, value it, and are committed to it. They communicate it to staff, stand behind it, and interpret its applications for others. They frequently refer to the mission and incorporate it into daily activities. 

• Positive Impact - Effective performers make positive impressions on those around them. They are personable, self-confident, and generally likable. They are optimistic and enthusiastic about what they do, and their excitement is contagious. They energize those around them. 

• Problem Solving & Decision Making - Effective performers can identify problems, solve them, act decisively, and show good judgement. They isolate causes from symptoms, and compile information and alternatives to illuminate problems or issues. They involve others as appropriate and gather information from a variety of sources. They find a balance between studying the problem and solving it. They readily commit to action and make decisions that reflect sound judgement. 

• Team Player - Effective performers are team oriented. They identify with the larger organizational team and their role within it. They share resources, respond to requests from other parts of the organization, and support larger legitimate organizational agendas as more important than local or personal goals. 

• Customer Orientation - Effective performers stay close to customers and consumers. They view the organization through the eyes of the customer and go out of their way to anticipate and meet customer needs. They continually seek information and understand market trends. 

• Leader Identification - Effective performers identify with the role of leader and enjoy positions of responsibility and the exercise of authority. They understand that management is a distinct vocation and choose to be in a leadership position. 

• Talent Management - Effective performers keep a continual eye on the talent pool, monitoring skills and needs of all team members. They expand the skills of staff through training, coaching, and development activities related to current and future jobs. They evaluate and articulate present performance and future potential to create opportunities for better use of staff abilities. They identify developmental needs and assist individuals in developing plans to improve themselves. They stay proficient in appropriate talent management processes, including best practices for prospecting, recruiting, selection, orientation, and succession management. 

• Team Management - Effective performers create and maintain functional work units. They understand the human dynamics of team formation and maintenance. They formulate team roles and actively recruit and select to build effective workgroups. They develop and communicate clear team goals and roles, and they provide a level of guidance and management appropriate to the circumstances. They reward team behavior and foster a team atmosphere in the workplace. 

• Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient. They manage their time wisely and effectively prioritize multiple competing tasks. They plan, organize, and actively manage meetings for maximum productivity. 

• Results Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments. They are motivated by achievement and persist until the goal is reached. They convey a sense of urgency to make things happen. They respect the need to balance short- and long-term goals. They are driven by a need for closure. 

HSEQ DUTIES & RESPONSIBILITIES 

• Understand and provide visible support of Destination Zero 

• Practice job duties with Safety at the core of all tasks 

• A job is not complete unless it is done safely 

• Stand-Up, Speak-Out, and Take-Action – Do the right thing when no one is looking, report safety concerns, near misses and incidents to management, use the Stop Work authority to immediately stop unsafe acts or work practices. 

PHYSICAL DEMANDS AND ENVIRONMENTAL CONDITIONS 

PHYSICAL DEMANDS:  

While performing the duties of this job, the employee is regularly required to sit, use hands to handle or feel, reach with hands and arms, and talk or hear. The employee is frequently required to stand and walk. The employee is occasionally required to climb or balance, stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds. The employee must occasionally lift and/or move up to 25 pounds.  

WORK ENVIRONMENT: The noise level in the work environment is usually moderate.  

DISCLAIMER

The above Statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

PHI Aviation, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws