Assistant Director, Finance

Pay: $85000 per year - $85000 per year

At Great Wolf the Assistant Director of Finance (ADoF) is developed into becoming a Director of Finance (DoF) in as soon as 12 months. The ADoF is responsible for assisting the Lodge’s Director of Finance with oversight of financial strategy, policies, controls, and systems and working in conjunction with the General Manager to maximize financial and operational growth.

Essential Duties & Responsibilities:

Strategic Influence & Business Partnering

• Partner with property General Managers, Lodge Director of Finance and other Lodge leaders to build and deliver strategic and financial plans.
• Coordinate, analyze and report operational and financial performance to leaders and key stakeholders.
• Support efforts to identify, monitor and, where appropriate, mitigate areas of financial risk.
• Update and implement lodge specific financial policies and procedures.
• Identify and implement operational improvements through business partnering with lodge line of business leadership.

Financial Planning & Analysis

• Direct and administer all financial operations at the resorts to include, but not limited to asset protection, financial reporting, systems management, budget and forecasting, region management and meeting facilitation and participation.
• Assist with coordination and review of monthly profit and loss statements with the Lodge Director of Finance and General Manager.
• Coordinate with shared services center and third-party service providers (outsourcing provider, auditors, state and local tax authorities) to ensure all necessary information is compiled, reviewed, and approved.
• Delivery of financial performance through improvement and growth of working capital and EBITDA.
• Partner with the Financial Shared Service Center to ensure accuracy of financial statements, and adherence to Accounting policies and procedures.
• Oversees purchasing and payables activity to ensure coding and reviewing of invoices are processed for payments. Assists other departments in maintaining actual expenditures versus budget.

Operational & Financial Controls

• Monitor and maintain adequate internal control over revenues, expenses, assets and liabilities of the resort (customer billing, paycheck distribution, cash management, and contract review and compliance, etc.).
• Ensure financial, cash, operational and fraud controls framework is in place, and has a regular cadence of compliance monitoring of internal controls that identifies gaps and puts in place remediation. .

Other tasks

• Leadership of the lodge Accounting team including the lodge Accounting Associate, Receiver, or other positions.
• Participates in Manager on Duty (MOD) scheduled rotation.
• Performs other duties and responsibilities as assigned or required.

Required Qualifications & Skills

• Bachelors Degree in Finance, Accounting, Hospitality or a related field
• Minimum 4 years or more progressive Finance/Accounting experience
• Proficiency with Microsoft Office Suite; specifically demonstrated ability to perform analysis and modeling in Excel
• Experience supervising Finance/Accounting staff
• Demonstrated strong interpersonal skills
• Geographic mobility - Willingness to relocate to any Great Wolf Lodge location

Desired Qualifications & Traits

• CPA and/ or MBA desired
• Experience in theme park, hotel, or resort industry
• Demonstrated financial Analysis experience
• Prior experience with labor management systems and / or analysis
• Previous experience with Coupa, Tableau, and/or Sun Accounting system
• Demonstrated strong problem solving and critical thinking skills
• Demonstrated organization and effective collaboration skills
• Demonstrated attention to detail

Physical Requirements

• Able to lift up to 20lbs
• Able to bend, stretch, and twist
• Able to stand or sit for long periods of time

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

• The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)