Finance Officer

Key Purpose

To contribute to the Agency delivering its remit to improve employment relations in Northern Ireland.

The main role of a Finance Officer is to maintain finance and related control systems throughout the Agency, to ensure the Agency can fulfil our statutory services.

Key Duties / Responsibilities

This is an outline of the duties associated with the Finance Officer role.

Analysis of financial data;

In year budget management and monitoring, monthly budget profiling, variance analysis and reporting;

Coordinating and managing month end and year end closure / procedures;

Producing monthly management accounting information;

Managing the monthly accounts for the Certification Office and Industrial Court;

Ensuring consolidated accounts are prepared annually by the agreed timeframes;

Overseeing monthly payroll processing, ensuring it is completed in a timely and accurate manner;

Supervising EOII in production of all relevant financial processes (i.e. payroll, purchase ledger, nominal ledger etc);

Dealing with internal and external auditors, providing assurance regarding financial guidance and controls and following up on any outstanding queries and relevant actions;

Reviewing and maintaining all relevant financial procedures ensuring they are relevant and in line with corporate governance;

Advising and monitoring procurement process and when appropriate liaise with Construction and Procurement Delivery (CPD), coordinating and/or completing contract evaluations;

Completing relevant pension returns and liaise with Northern Ireland Civil Service Pensions Branch for all pension related queries;

Liaising with the National Fraud Initiative (NFI), completing returns and addressing any follow up queries as required;

Maintaining relevant registers (e.g. Asset, Contractor);

Contributing to the planning and implementation of changes in services to meet customer needs;

Participating in relevant training when required as well as ensuring all appropriate staff are trained in the relevant financial processes / procedures;

Completing or providing input to relevant returns to partner department organisations and other relevant organisations;

Supporting, as required, the work of the Director of Finance, People and Governance;

Any other duties as appropriate to the grade and the role.

The above list gives a broad indication of the main duties of the post. The emphasis on particular duties will vary over time according to business and operational need.

Eligibility CriteriaEssential CriteriaEducation / Qualifications

1.1 Academic Qualifications Route:

A qualified member of the Association of Accounting Technicians (AAT) holding the AAT Professional Diploma in Accounting OR Accounting Technicians Ireland (ATI) holding the Diploma for Accounting Technicians OR Hold a relevant equivalent qualification* in accounting or financial management from a recognised member of the Consultative Committee of Accountancy Bodies (CCAB) or CIMA.

Applications through this route must demonstrate a minimum of three years’ experience as at 1.3 below.

1.2 Non-Academic Route:

Applications through this route must demonstrate a minimum of five years’ experience as at 1.3 below.

Experience

1.3 For the relevant duration (referring to 1.1 or 1.2 above) of experience working in a supervisory capacity within a finance department, which includes preparation of monthly management accounts and budget management;

AND

1.4 For the relevant duration (referring to 1.1 or 1.2 above) experience in at least two or more of the following areas:

a) Payroll processing including online HMRC returns. b) Experience of dealing with both internal and external audits. c) Procurement experience, particularly in public sector.

Length of experience will be measured as at the closing date for the receipt of applications.

*Relevant equivalent qualification: Applicants must demonstrate on their application form how the qualifications and professional membership levels they have provided are equivalent, in level, to those qualifications required above. They should give the details of the awarding body and the date awarded (the date awarded is the date on which you were admitted by the official awarding body). If you believe your qualification is equivalent to the one required, the onus is on you to provide the panel with the details of modules studied etc. so that a well-informed decision can be reached.

A reserve list will be generated from this exercise and further appointments may be made from this competition should positions become vacant which require the same eligibility criteria and have similar duties and responsibilities.

Competencies

A synopsis of the ten competencies in our Competency Framework is set out below.

Note: References to the ‘Agency’ in our competency framework can be interpreted to mean an organisation in which you have obtained the relevant competency level.

Strategic Cluster – Setting Direction1. Seeing the Big Picture

Seeing the big picture is about having an in-depth understanding and knowledge of how your role fits with, and supports, organisational objectives and the wider public needs. For all staff, it is about focusing your contribution on the activities which will meet Agency and Programme for Government goals and deliver the greatest value.

At senior levels, it is about understanding the political context and taking account of wider impacts, including the broader legislative agenda, to develop long term implementation strategies that maximise opportunities to add value to the citizen, support economic, sustainable growth and help to deliver the Northern Ireland Executive’s priorities.

2. Changing and Improving

People who are effective in this area are responsive, innovative and seek out opportunities to create effective change. For all staff, it is about being open to change, suggesting ideas for improvements to the way things are done, and working in ‘smarter’, more focused ways.

At senior levels, this is about creating and contributing to a culture of innovation and allowing people to consider and take managed risks. Doing this well means continuously seeking out ways to improve policy development and implementation and building a more flexible and responsive Agency. It also means making use of alternative delivery models including digital and shared service approaches where possible.

3. Making Effective Decisions

Effectiveness in this area is about being objective, using sound judgement, evidence, and knowledge to provide accurate, expert, and professional advice.

For all staff, it means showing clarity of thought, setting priorities, analysing, and using evidence to evaluate options before arriving at well-reasoned, justifiable decisions.

At senior levels, leaders will be creating evidence-based strategies, evaluating options, impacts, risks, and solutions. They will aim to maximise return while minimising risk and to balance political, legislative, social, financial, economic, and environmental considerations to provide sustainable outcomes.

People Cluster – Engaging People4. Leading and Communicating

At all levels, effectiveness in this area is about leading from the front and communicating with clarity, conviction, and enthusiasm. It is about supporting principles of fairness of opportunity for all and a dedication to a diverse range of citizens.

At senior levels, it is about establishing a strong direction and a persuasive future vision, managing and engaging with people with honesty and integrity, and upholding the reputation of the Agency.

5. Collaborating and Partnering

People skilled in this area create and maintain positive, professional, and trusting working relationships with a wide range of people within and outside the Agency, to help to achieve business objectives and goals.

At all levels, it requires working collaboratively, sharing information and building supportive, responsive relationships with colleagues and stakeholders, whilst having the confidence to challenge assumptions.

At senior levels, it is about delivering business objectives through creating an inclusive environment, encouraging collaboration which may cut across Agency, organisational and wider boundaries. It requires the ability to build constructive partnerships and effective relationships with Ministers and their Special Advisers.

Salary

£37,694 to £38,990 per year