Accounting Analyst

Job Description:\n\n Job Summary: Accounting Analyst will work as part of a team of problem solvers, helping to solve complex business and financial issues from strategy to execution. Will work with the VP/Chief Financial Officer, Controller, and Accounting Supervisors and have responsibility for a variety of accounting, analyses, financial systems and processes, risk management, treasury or project responsibilities. This position will collaborate with other finance staff, business partners and senior leadership teams to analyze and determine financial or other system needs and process improvements throughout the GPTLHB. Will either lead, co-lead or be a member of the team that structures and implements approved technology or process improvement projects along with other assigned projects. Accounting Analysts are expected to adapt to changing processes and technologies and lead others in their adaptation to changing technologies, processes, methods, and procedures. Essential Functions:Demonstrate critical thinking and the ability to bring order to unstructured or ambiguous problems.Use a broad range of tools and techniques to extract insights from current operations and industry or federal government trends.Review your work and that of others for quality, accuracy, and relevance.Know how and when to use tools available for a given situation and can explain the reasons for this choice.Seek and embrace opportunities which give exposure to different situations, environments, and perspectives.Use straightforward communication, in a structured way, when influencing and connecting with others.Able to read situations and modify behavior to build quality relationships.Will be primarily assigned to work in one of three areas: the Oyate Health Center (much like an ambulatory care clinic), the Health Board (a nonprofit organization that delivers public health, public health education and advocacy services), or corporate administration. Within assigned area, responsibilities could include, but will not be limited to, general ledger maintenance, coordinating the monthly or annual closing, preparation or reviewing journal entries, account reconciliations, preparing account or other analyses, developing estimates or models, report design or preparation, developing policies and procedures, treasury management functions, coordinating risk management, maintaining a financial process (i.e., a revenue or purchasing cycle), determining financial system and internal control needs, modifying financial processes, implementing electronic financial systems, or conducting internal audits. Time may be split between two areas.Uphold the Board of Director’s Code of Ethics and business conduct.Delegate to others to provide stretch opportunities, coaching them to deliver results.Must comply with federal laws and regulations as required by the Health Insurance Portability and Accountability Act (HIPAA). Professional Behavior Effectively plan, organize workload, and schedule time to meet the demands of the position and other deadlines.Work in a cooperative and professional manner with Oyate Health Center and GPTLHB staff.Treat Great Plains tribes and collaborators with dignity and respect.Use feedback and reflection to develop self-awareness, personal strengths, and address development areas. Advance professional and business skills development by attending training sessions and seminars as appropriate.Exemplify excellent customer service with tribal stakeholders, health board colleagues, program partners, service recipients, visitors, and guests. Foster a work environment of wellness, courtesy, friendliness, helpfulness, and respect. Relate well and work collaboratively with coworkers and all levels of staff in a professional manner. Consistently demonstrate respect for and acceptance of differing capabilities, cultures, gender, age, sexual orientation and/or personalities. Maintain and ensure organizational privacy and confidentiality. Handle crisis and tolerate stress professionally.Be self-directed and take initiative to assist others. Promote an alcohol, tobacco, and drug-free lifestyle.Embrace modes of appearance and attire that reflect a professional presence. Adhere to GPTLHB policies and procedures.Other duties as assigned by the Supervisor. RequirementsParticipates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work. Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural, and spiritual practices of diverse American Indian communities, as well as an ability to work with other culturally and ethnically diverse populations. Consistently demonstrate respect for and acceptance of differing capabilities, cultures, gender, age, sexual orientation and/or personalities. Possess the ability to resolve issues and conflicts with other departments and coworkers without direct supervision. Able to exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.Ability to maintain a flexible work schedule, including evenings, weekends and overnight or extended travel as necessary.Ability to effectively present information in one-on-one and group situations to community members, consumers and other employees of the organization.Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.Valid driver’s license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant regulations.Ability to promote an alcohol-, tobacco- and drug-free lifestyle.Embrace modes of appearance and attire that reflect a professional presence.Adhere to GPTLHB policies and procedures. Guidelines Guidelines are available but are not completely applicable to the work or have gaps in specificity. The employee must use judgment in interpreting and adapting guidelines, such as (but not limited to) agency policies, regulations, precedents, accreditation requirements, advanced clinical protocols, and work directions for application to specific cases or problems. The employee analyzes results and recommends changes. The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies. Guidelines include GPTLHB, OHC, and department policies and procedures. These guidelines are clear and specific, and deviations must be authorized by the supervisor. Complexity/Scope of Work The work includes variations and ambiguities, which may involve different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives. The work also includes unstructured questions, conditions and elements that must be identified and analyzed to discern interrelationships. Positions with this level of complexity include those that are specialized or technical in nature, or also included supervisory/management tasks. The work involves the execution of specific rules, regulations, or procedures and typically comprises a complete segment of an assignment or project of broader scope. The work product or service affects the accuracy, reliability, or acceptability of further processes, services, and/or patient care. This level of scope and effect is typically representative of positions in which work performed may significantly impact the work of others within a defined process. Contacts The personal contacts are with employees within the department, office, project, or work unit, and in related or support units. The contacts are with other employees, customers, and members of the public in relatively structured situations. The purpose of the contact and the question of with whom to deal are not always clear. The purpose is to obtain, clarify, or give facts or information regardless of the nature of those facts; i.e., the facts or information may range from easily understood to highly technical. Work Environment/Physical Demands The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, requiring use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated. The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Supervisory and Management Responsibility While the Analyst is primarily an individual contributor responsible for their own assigned work, he/she may have supervisory responsibilities for certain processes or projects. They may be asked to train new employees in the fundamentals of the jobs or to participate in cross-training of other employees in the department, but such assignments do not include the on-going authority to recommend or take corrective action regarding other employees' performance. Education/Experience/Certificates/CredentialsMinimum Requirements:Bachelor’s degree in Accounting or Business administration.Four (4) to seven (7) years of progressive experience in public accounting assurance or consulting, controller, financial planning and analysis, and/or treasury functions.Preferred Requirements:Master’s degree in Accounting or Finance.Certified Public Accountant (CPA), chartered accountant, or certified management accountant designation.Experience with tribal governments, non-profit organizations, ambulatory care clinics or hospitals.Early career experience with a top ten accounting firm.Must successfully pass a criminal and background check, and a pre-employment drug screen. The GPTLHB is a tribal organization which follows tribal preference laws. It is our policy to give preference to qualified Indian/Tribal candidates over qualified non-native candidates in hiring decisions, if all other qualifications are equal. Employment is contingent upon the outcome of all required criminal background checks. GREAT PLAINS TRIBAL LEADERS HEALTH BOARD - Profile Established in 1986, the Great Plains Tribal Leaders Health Board (referred to as the “GPTLHB” or the “Board”) represents the eighteen tribal communities in the four-state region of South Dakota, North Dakota, Nebraska, and Iowa. Through public health practices and the formation of tribal partnerships, we work to improve the health of the American Indian peoples we serve by providing public health support and health care advocacy. Serving as a liaison between the Great Plains Tribes and the various Health and Human Services divisions, including the Great Plains Area Indian Health Service, the GPTLHB works to reduce public health disparities and improve the health and wellness of the American Indian peoples who are members of the 18 Great Plains tribal nations and communities. Our corporate office is in Rapid City, South Dakota. It is our vision that all tribal nations and communities in the Great Plains will reach optimum health and wellness through lasting partnerships with health organizations and embrace culturally significant values that are empowered by tribal sovereignty. United under the GPTLHB umbrella, our tribal constituents can compete for population-based grants and resources that may not otherwise be available to them. Through GPTLHB, tribes are empowering themselves to address their individual health resource needs in an effective way. Our mission is to improve the wellness of our people by providing quality healthcare, public health services, advocacy, and support in partnership with the tribal nations of the Great Plains area. Operationally, the Board consists of two business units and five shared services: 1. The Oyate Health Clinic (approximately 375 employees, including contractors, and $80 million of annual funding, which includes $25 million from third-party payors and $55 million from the Indian Health Service).Using a staff model HMO business model, the Clinic provides, among other services, primary and urgent care medical services, ancillary and auxiliary health care services, and a full-service pharmacy. The Clinic serves approximately 22,000 active patients.Medicare, Medicaid, and private insurance are the significant third-party payors.Most Native American patients are provided with no cost health care. The Clinic’s services are provided at two facilities in Rapid City.GPTLHB assumed exclusive management and operational control of the Clinic from the Indian Health Service in 2019 2. Public Health Education and Advocacy Services (approximately 75 employees and $10 million of annual funding):The Board represents the interests of the Great Plains Region’s eighteen tribes to various federal, state, or other agencies or bodies. GPTLHB also supplies technical aid to the eighteen tribes and the Indian Health Service (“IHS”) Great Plains Region’s service unit. GPTLHB finds grants and other funding that may be available to tribal health programs; supports tribal programs applying for the grants or by applying on their behalf; and runs program activities in collaboration with the tribal and/or IHS service units.Certain behavioral health services are provided at the Board’s LaCrosse Street facility in Rapid City. Other services are provided from GPTLHB’s corporate office or several smaller offices in the Great Plains Region.This unit also develops, organizes, or sponsors various public health education programs and events. 3. Shared Services (approximately 50 employees) includes accounting and finance, facilities, human resources, information technology, and purchasing.