Financial Analyst

at  Carnegie Museums of Pittsburgh

There’s no cultural organization in the world quite like Carnegie Museums of Pittsburgh. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We’re committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. Carnegie Museums of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.
This Full-Time position is eligible for the Carnegie Museums of Pittsburgh’s many Benefits.
Please scroll to the bottom of this page to see information on the starting pay
rate.
The Financial Analyst is responsible for assisting the Director of Finance and Administration in the daily operations of the department. Primary emphasis on the review, compilation, analysis, and processing of financial data for FPO. This information includes but is not limited to the following: reconciliation of various accounts to the general ledger to include journal entries as required; reconcile accounts receivable. In addition to this broad scope of primary functions, this position will also play an integral role in the interpretation of financial data and proactively making recommendations for improvements.

EDUCATION & EXPERIENCE:

Relevant experience in Accounting or Finance preferred.
Understanding of accounting practices, budget preparation and variance analysis desired.
Excellent interpersonal, communication, organizational, and presentation skills desired.

KNOWLEDGE, SKILLS, ABILITIES:

Strong computer literacy skills including significant experience with Microsoft Word and Excel, experience with Financial Edge Blackbaud a plus. Ability to work well under pressure. The ability to prioritize workload and meet deadlines is critical to this position.
PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature.

PRINCIPLE ACCOUNTABILITIES

Service Requests

• Assist with FPO Call Center and enter requests into system.
• Reconcile monthly service requests and prepare monthly service request report.
• Prepare journal entries for Special Event requests.
• Investigate and resolve discrepancies in billings.

Invoices

• Process, code, submit and maintain utility invoices on a timely basis.
• Invoice utility costs to various entities.
• Prepare ad hoc reports as requested by various FPO managers.

Miscellaneous

• Prepare miscellaneous deposits.
• Prepare various journal entries and enter data into financial system.
• Provide support for corporate phone system.
• Review and provide support for FPO time and attendance system for payroll submission.
• Assist in the research and analysis of various FPO accounts.
• Prepare ad hoc reports, spreadsheets, and other documents, based on departmental needs.
• Interpret various FPO financial data and make recommendations.
• Provide backup support to FPO Admin area.

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.

• 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