Our growth ambition articulated in 3Ps:
People - fully embracing the ICARE (Inspire/Create Trust/Awareness/Results/Empowerment) culture and making PRP the great place to work and grow
Profit - leveraging on global product families with emphasis on high-value growing applications for sustainable growth
Planet - reducing industrial impact via use of sustainable materials and efficient operations
We have an exciting opportunity for a Divisional Vice President of Finance to join its dynamic team. The Divisional Vice-President of Finance is a key member of the Divisional Steering Group (DSG), providing financial leadership, insightful and educated guidance to help drive the company’s growth and profitability. This role requires a thorough understanding of finance and a passion for driving the optimum performance of a business for the long term. The position reports to the President of the company.

Essential Duties & Responsibilities:

Executive Leadership: As a key member of DSG, provide financial leadership to shape and articulate the organization’s strategic plan.

• Act as a strategic partner to DSG, providing financial reports and analysis to guide data-driven decision making at all levels.
• Lead M&A strategies and tactical steering of M&A related activities.
• Coordinate all legal topics for the business.

Finance Team Management.

• Oversee and direct the finance teams, consisting of Financial Planning & Analysis, Accounts Receivable and Accounts Payable.
• Provide leadership to and subsequently lead the budget process in partnership with DSG.
• Provide impactful financial reporting and analysis to all levels of the organization to facilitate timely & fact/data base decisions
• Ensure the scalable accounting and control processes with clearly defined roles and responsibilities in a fast-pace environment
• Develop and mentor talent within the Finance organization for better engagement and optimum employee experience.

Risk Management and Compliance Leadership

• Understand and mitigate key elements of the company’s risk profile globally.
• Provide leadership on global compliance programs and activities.

Requirements:

• Bachelor's Degree in Accounting or Finance with an MBA preferred.
• CMA or CPA certification is a plus.
• Minimum of 10 years of progressive and leadership experience in a strategic financial leadership role.
• Global manufacturing industry experience is highly preferred.
• M&A experience is highly preferred.
• Strong leadership record with demonstrated excellence at building and engaging a high-performing team while being a leader among peers.

Notice to Staffing Agencies, Placement Services, and Professional Recruiters

Fenner Precision Polymers has an internal Staffing Department. Recruiters are hereby specifically directed NOT to contact Fenner employees directly in an attempt to present candidates.

Fenner will not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to Fenner, including unsolicited resumes sent to an Fenner mailing address, fax machine or email address, directly to Fenner employees, or to Fenner’s resume database will be considered Fenner property. Fenner will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Fenner will consider any candidate for whom a Recruiter has submitted an unsolicited resume to have been referred by the Recruiter free of any charges or fees.

Fenner will not pay a fee to any Recruiter that does not have a signed Fenner contract in place specific to the position for which the resume was submitted.

Recruiting vendor agreements will only be valid if in writing and signed by Fenner’s Vice President of Human Resources or his or her designee. No other Fenner employee is authorized to bind Fenner to any agreement regarding the placement of candidates by Recruiters. By submitting a candidate to Fenner, recruiters agree to be bound and comply with this policy.

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)