At Great Wolf, the Director of Finance is responsible for the financial strategy, policies, controls, and systems, designing these to maximize the return and profitability for the lodge.

Essential Duties & Responsibilities

• Develops engineering financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances
• Develops financial organizational strategies by contributing financial information, analysis, establishing and measuring against objectives
• Plan and direct the functions of administration and planning of the Finance & Accounting team to meet the daily needs of the operation
• Plan and administer a training and development program within the department, which will provide well-trained employees at all levels and permit advancement for those persons qualified and interested in career development
• Clearly describe, assign and delegate responsibility and authority for the operation
• Ensure financial, operational and fraud controls framework is in place and that all affected pack members understand their role and accountability in driving control environment
• Ensure the lodge has a regular cadence of compliance monitoring of internal controls that identifies gaps and puts in place remediation
• Hold every pack member accountable for performing their role in maintaining a control environment in line with the established control framework through ad-hoc and regular control testing
• Oversee team members and ensure proper cash control for disbursing, collecting, analyzing, verifying, and reporting cash status, including implementation of technology solutions to improve cash control; manage credit, collections, and billing procedures; accomplish cash control objectives by assigning, scheduling, coaching, and counseling employees in all aspects of cash control
• Conduct supervisory responsibilities by communicating and enforcing values, policies and procedures; selection, orientation, training, coaching and disciplinary counseling, and monitoring job performance
• Lead the Risk and Opportunity and reforecasting process to be forward and to optimize lodge performance
• In partnership with the Human Resource Director, lead the performance management process of diagnosing performance, analyzing trends and recommending action plans to optimize performance, test and learn opportunities to enhance revenue and decrease costs while also improving guest satisfaction scores
• Lead, in partnership with GM and lodge leadership team, the annual and long term operating and capital investment plans
• Drive Business Performance Management analytics to support budgeting, forecasting, and capital management
• Lead, in partnership with GM, the regular cadence of performance management updates and discussions with Regional VPs and corporate finance

Basic Qualifications & Skills

• Bachelors Degree in Finance, Accounting, or related field
• Minimum of 10 years of experience in a finance or accounting environment
• Knowledge in Microsoft Excel with demonstrated ability to perform analysis and modeling
• Strong basic math skills (addition, subtraction, multiplication, division)
• Prior experience with computers, data entry, and Microsoft Office Suite
• Successful completion of criminal background check and drug screen

Desired Qualifications & Traits

• Minimum of 5 years experience in theme park or hotel industry
• Previous experience with Coupa and/or Sun/Infor
• Strong problem solving and organizational skills
• Attention to detail
• Enthusiastic and positive energy
• Multi-tasking ability

Physical Requirements

• Able to lift up to 20 lbs.
• 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)