JOB PROFILE
Position #’s: 74874; 02320; 79646; 92048, 76432
TITLE: HQ CORPORATE SERVICES MANAGER
CLASSIFICATION: APPLIED LEADERSHIP
MINISTRY: FLNR – CSNR DIVISION
BRANCH: CORPORATE SERVICES BRANCH
SUPERVISOR TITLE: HEADQUARTERS CORPORATE SERVICES MGR
SUPERVISOR POSITION #: 38347; 54303; 37752;
00395; 38338
JOB OVERVIEW
The Headquarters Corporate Services Manager leads a team of staff in the daily delivery of a range of corporate
services to natural resource sector client groups as assigned. The position designs specific strategies and actions
to meet client’s budgetary, financial and corporate services needs. The manager provides financial guidance and
advice to client divisional executive/management teams and is the key contact for corporate service delivery
matters for staff within their assigned client group.
ACCOUNTABILITIES

Manages the development, management and monitoring of clients’ budgets and provides financial
input, direction, guidance and advice on FTE, staff, budget, resource allocation, and staffing options to
achieve program objectives in the face of multiple, competing priorities.

Makes recommendations to ADMs and Divisional Directors/Managers (client executive) on budget and
financial control and risk.

Functions as part of the clients’ divisional management teams.

Provides complex financial analysis for client executive.

Advises on the interpretation and application of government core financial policy to client programs
and business operations to ensure all financial operations conducted conform and adhere to financial
legislation, government policies and current accounting standards and principles.

Oversees year-end financial processes and reporting, client chart of accounts, monthly expenditure
accounts and the budget calendarizations for their clients.

Identifies goals, standards, needs, training requirements, best practices, and opportunities for
improvement within the CSB Unit to minimize costs and maximize service effectiveness.

Manages projects and initiatives in support of CSNR direction and works in collaboration with CSNR
and client colleagues to achieve organizational objectives.

Develops (in conjunction with other CSNR financial staff) new processes and policies to ensure all
revenue due to government is appropriately recorded and collected, and all revenue opportunities
identified are realized.

Promotes compliance with human resource policies, collective agreements, directives, and Work Safe
BC Regulations by providing direction and recommendations to clients in consultation with the BC
Public Service Agency and People and Workplace Strategies Branch of CSNR.
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
Recruits, trains and provides leadership, advice and direction to 2 -6 direct subordinates, including
assigning, monitoring and prioritizing work, scheduling training and completing employee performance
and development plans. Assesses training needs for the provision of financial and administrative
support to headquarters staff.

Develops and implements the section’s work plan which supports the clients and CSNR’s business and
service plan objectives, with clearly defined outcomes and performance measures.

Represents management on ministry committees, initiatives and working groups.

Supports the development and implementation of divisional and branch financial frameworks,
strategies and agreements to support business transformations with cross ministry or government
implications.
JOB REQUIREMENTS

Related university degree or diploma, financial designation preferred, or equivalent with a minimum of
3 years applied experience per below.

Progressive experience in financial management including the oversight of accounting and financial
analysis, financial planning, and financial systems and reporting.

Experience in analysis of complex financial information and business issues and developing new
business processes.

Experience managing a portfolio of clients in a customer service environment, monitoring performance
standards and maintaining service levels.

Experience in resolution of complex staff or client issues.

Experience establishing collaborative relationships with senior client managers.

Experience in the supervision of staff, performance management and workload planning.

Knowledge of BC government financial and administrative policies and procedures including budgets,
accounts payable, revenue and contract administration.

Knowledge of human resources policies, procedures and practices for hiring, training, occupational
health and safety, and employment equity.

Knowledge of management information systems.

Knowledge of office practices and procedures, records management and Freedom of Information
requirements.

Ability to develop work plans that clearly outline expectations.

Ability to manage staff including scheduling and establishing priorities and performance expectations
and monitoring work and evaluating effectiveness.

Ability to participate as a member of an executive team.

Ability to plan, prepare and monitor budgets and provide analysis.

Ability to provide advice to a client base on financial, human resource and corporate services matters.

Ability to communicate effectively, both verbal and written.

Ability to work effectively with all levels of staff.
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
Ability to express ideas, concepts and recommendations clearly and concisely both orally and in writing
at a level consistent with the audience.

Demonstrated sound judgement with an ability to develop effective solutions.

Strong communicator who is able to build solid working relationships with clients and service
providers.

Basic computer skills in word processing, spreadsheets and email.
Competencies:
Leadership implies a desire to lead others, including diverse teams. Leadership is generally, but not always,
demonstrated from a position of formal authority. The "team" here should be understood broadly as any
group with which the person interacts regularly.
Business Acumen is the ability to understand the business implications of decisions and the ability to strive
to improve organizational performance. It requires an awareness of business issues, processes and
outcomes as they impact the client’s and the organization’s business needs.
Strategic Orientation is the ability to link long-range visions and concepts to daily work, ranging from a
simple understanding to a sophisticated awareness of the impact of the world at large on strategies and on
choices.
Managing Organizational Resources is the ability to understand and effectively manage organizational
resources (e.g., people, materials, assets, budgets). This is demonstrated through measurement, planning
and control of resources to maximize results. It requires an evaluation of qualitative (e.g., client
satisfaction) and quantitative (e.g., service costs) needs.
Empowerment is the ability to share responsibility with individuals and groups so that they have a deep
sense of commitment and ownership. People who practice empowerment participate and contribute at
high levels, are creative and innovative, take sound risks, are willing to be held accountable and
demonstrate leadership. They also foster teamwork among employees, across government and with
colleagues, and, as appropriate, facilitate the effective use of teams.
Building Partnerships with Stakeholders is the ability to build long-term or on-going relationships with
stakeholders (e.g. someone who shares an interest in what you are doing). This type of relationship is
often quite deliberate and is typically focused on the way the relationship is conducted. Implicit in this
competency is demonstrating a respect for and stating positive expectations of the stakeholder.
Change Management is the ability to support a change initiative that has been mandated within the
organization. It involves helping the organization’s members understand what the change means to them,
and providing the ongoing guidance and support that will maintain enthusiasm and commitment to the
change process. People with this competency willingly embrace and champion change. They take
advantage of every opportunity to explain their vision of the future to others and gain their buy-in.
Analytical Thinking is the ability to comprehend a situation by breaking it down into its components and
identifying key or underlying complex issues. It implies the ability to systematically organize and compare
the various aspects of a problem or situation, and determine cause-and-effect relationships ("if...then…")
to resolve problems in a sound, decisive manner. Checks to ensure the validity or accuracy of all
information.
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ORGANIZATION CHART
Executive Director, Client Services Branch, SL, CHIPS #37981
Senior Client Services Manager - HQ, CHIPS #’s: 38347; 54303; 37752; 00395; 38338
HQ-Corporate Services Manager –, BL CHIPS #’s: 74874; 02320; 79646; 92048
Finance Officer, FO 218, CHIPS #’s: Various
Finance Officer, FO 14, CHIPS #: Various
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