CHIEF FINANCIAL OFFICER

Chief Financial Officer

The City of Huntington Beach is seeking an exceptional leader with demonstrated expertise in public sector financial management principles. This finance professional will report to the Assistant City Manager and join a cohesive Executive Leadership Team that is aligned to serve the public interest through good governance, dedicated to Huntington Beach's quality of life, and committed to City Council policy. The ideal candidate will excel in problem solving and critical thinking, making use of these skills to identify solutions to complex organizational and budget challenges while continuing to meet project deadlines and policy goals.

The Finance Department currently has 27 full-time and 1 part-time team members organized across four divisions : Administration, Accounting Services, Budget Management, and Business License. The department is responsible for providing financial management, oversight, monitoring and reporting functions for the City's complex financial resources. The department accomplishes this objective by providing budgetary oversight, monitoring and preparation; purchasing and procurement expertise; accounting and financial report services; cashiering, accounts receivable and collections services; payroll and accounts payable services; utility billing; and business license customer service.

The City of Huntington Beach offers a comprehensive benefit package for Non-Associated employees including : SALARY RANGE for Executive Management consist of a "starting point", "control point" and "high point". Salary increases up to 5% may be awarded based on performance at annual review and market data. TEN-TWELVE PAID HOLIDAYS provided per year. GENERAL LEAVE with pay of 176 hours is granted to regular employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service. GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances. FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and / or medical expenses. RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1 / 1 / 13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members. The benefit formula, final compensation period, and member contribution rate is as represented below : Classic Miscellaneous Members : Benefit Formula Miscellaneous : 2.5% at age 55 Final Compensation Period : 1-year Final Compensation Member Contribution Rate : 8.0% of Reportable Compensation New Miscellaneous Members under PEPRA : Benefit Formula Miscellaneous : 2% at age 62 Final Compensation Period : 3-year Final Compensation Member Contribution Rate : 7.25% of Reportable Compensation (eff. 7 / 1 / 23) Classic Safety Members : Benefit Formula Safety : 3.0% at age 50 Final Compensation Period : 1-year Final Compensation Member Contribution Rate : 9.0% of Reportable Compensation New Safety Members under PEPRA : Benefit Formula Safety : 2.7% at age 57 Final Compensation Period : 3-year Final Compensation Member Contribution Rate : 12.50% of Reportable Compensation (eff, 7 / 1 / 23) DEFERRED COMPENSATION : Two voluntary deferred compensation 457 plans are available. CREDIT UNION membership is available to all City employees and provides access to low interest loans. FLEXIBLE WORK SCHEDULES : Employees will have the option of working a 5 / 40 or 9 / 80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4 / 10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and / or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval.