Director, Finance & Operations

at  Halton Women s Place

Position Title: Director, Finance & Operations
Reports to: Executive Director
Classification: Non-Union Management
Status: Permanent Full Time
Rate of Pay: Competitive Salary and Total Rewards Package
Direct Reports: 3 with 1 dotted line report
Hours of Work: Monday – Friday 8:30 – 4:30
(Due to the nature of the work, all Management is expected to have flexibility to work outside of their regular hours of work, as needed)

WHO WE ARE:

Halton Women’s Place is the ONLY women’s shelter in the Halton region providing emergency safe shelter and community outreach services to women and children experiencing domestic violence and abuse.
We provide Safe, secure shelter and support for women and their children who are experiencing abuse.

POSITION OVERVIEW

The Director of Finance and Operations role is essential to shaping the financial and operational strategies of Halton Women’s Place. As a strategic partner to the Executive Director, this role contributes to long-term financial planning, operational policy development, and risk management across finance, operations, human resources, and technology. Reporting directly to the Executive Director, this position also collaborates closely with board members and stakeholders to ensure financial transparency and organizational effectiveness.
This position oversees all finance and operations for the Organization, with three direct reports and one indirect dotted line report.

CORE QUALIFICATIONS

• CPA certification required
• Minimum of 7 years of nonprofit financial management experience.
• Proven leadership in managing teams, optimizing processes and improving systems, with a commitment to operational efficiency.
• Experience in budget development, and comprehensive financial reporting.
• Proficiency with Sage 300, Excel, and other accounting software; advanced analytical skills.
• Familiarity with the ADP (HRIS & Payroll system) is an asset
• Exceptional relationship-building skills to communicate financial concepts to non-financial stakeholders effectively.
  As part of the recruitment and selection function, HWP will collect voluntary self-identification data from applicants in accordance with the Ontario Human Rights Code, HWP Hiring Practices Administrative Procedure, HWP’s Employment Equity Policy and Ontario’s Anti Racism Data Standards:
  Personal information is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HWP’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce is vital because the workforce should be reflective and representative of the community.

Although hiring policies must adhere to the qualification requirements set out in applicable Regulations and any applicable collective agreement provisions, HWP recognizes the importance of the following when developing its selection and evaluation criteria:

• valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives; and
• granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.

We encourage you to respond to our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an inclusive and equitable workforce.
The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontario’s Anti-Racism Data Standards, 2017).
Accommodation: Upon request, we will provide reasonable accommodations for candidates who have temporary or permanent disability, or who otherwise require accommodations based on the protected grounds highlighted in the Ontario Human Rights Code in respect to the recruitment and selection process.
Wellness: The HWP is committed to providing a respectful and healthy work environment