Director Audit and Review

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Description/Job Summary

     As the Director of Internal Audit and Review, this position will be responsible for establishing the Internal Audit vision, and functions as the chief business process and control advisor in the Association.  This position is specifically responsible for conducting a comprehensive risk-based internal audit program that supports management in their accomplishment of strategic objectives and helps ensure that established financial, operational and compliance practices, and the related controls, are designed and operating effectively. 
     The Internal Audit and Review function operates as the Association’s independent appraiser, responsible for auditing, examining, and evaluating business activities and related risk for the purpose of ensuring making recommendations to mitigate risks, and improve regulatory compliance, safeguard organizational assets and improve its systems of financial and operational controls.  This position will ensure that all internal audit work conforms to the “Standards for the Professional Practice of Internal Auditing.” This position reports functionally to the Audit and Review Committee of the Board of Directors, and administratively to the CEO, and will provide both with formal assessments of the adequacy of the Association’s internal control and risk management environment. The position is responsible for constantly monitoring activities and reporting to the CEO and Audit and Review Committee any irregularities, exceptions or other items, which could affect association operations.

Responsibilities/Duties

Areas of responsibility include:
  • Conducts Association Internal Audit and Review program for all functional areas of the Association.  Provide recommendations to correct control and compliance deficiencies noted.  Identify operational weaknesses, make recommendations to management to address weaknesses, and follow-up on management actions to implement corrective actions.  Provide an independent assessment of management’s compliance with FCA and other applicable regulations.  Stay abreast of new regulations, innovative business processes, or philosophical changes that affect the association.  Respond to requests by the Audit and Review Committee and the CEO for special audits and examinations.  Reviews the allowance for losses process and other functional Association areas and provides accurate, non-biased reports to the Audit and Review Committee and the CEO.  Follows the “Standards for the Professional Practice of Internal Auditing” for all aspects of work performed by the Audit and Review function. The function will leverage internal audit software, such as data analytics/data mining software, and internal audit administrative software to more effectively perform audit and review work.
  • Serves as the Standards of Conduct Official (SCO) for the Association.  Helps ensure that rules of conduct are adhered to by all Directors, officers, and employees of the Association.  Develops and implements written conduct procedures, and is responsible for receiving reports and making decisions to approve or reject any reported conflicts of interest.  If any of these decisions are appealed by an employee or director, SCO will assure that the appeal is submitted to the Board Audit Committee for their decision.
  • Act as the primary liaison with FCA, AgFirst Internal Audit, outside auditors, and other regulators. 

Required Experience

  • Proven management skills with a minimum of 10-15 years’ related work experience leading audit engagements and teams in public accounting and/or private/public company internal audit departments, including five years supervisory/management experience.
  • Knowledge of financial institutions’ internal audit management, policies, and procedures. Additional knowledge of the Farm Credit system is a plus.
  • Superior written and oral communications skills, and decision/problem solving skills.
  • Demonstrated competencies required in internal auditing, credit administration and loan servicing.
  • Extremely complex problem solving and decision making skills required.
  • Management of significant assets that have acritical impact on financial results of Association.
  • Ability to travel to/from other branch offices, associations, AgFirst, and training locations.
  • Knowledge of information systems security and controls, using data analytics and computer software applications.
  • Ability to remain flexible and adjust smoothly as scopes and schedules can vacillate during the year.

Required Education

  • Bachelor’s degree in Accounting, Business, Finance, Information Systems, or other relevant/related field required.  MBA or other related advanced education, Certified Internal Auditor (CIA), Certified Public Accountant (CPA), and/or other relevant professional certifications highly desirable.

Details

Equal Opportunity Employer including veterans and individuals with disabilities.

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MidAtlantic Farm Credit is an EEO/AA Employer. We do not discriminate in hiring on the basis of race, color, national origin, sex, sexual orientation, gender identity, religion, age, disability, protected veteran status, or any other characteristic protected by federal, state or local law.

If you need a reasonable accommodation for any part of the employment process, please contact us by email at csteinbacher@mafc.com or by phone at (410) 848-1033 and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this e-mail address.

For more information about our commitment to equal employment opportunity, please click here.

MidAtlantic Farm Credit (the “Association”) 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 (1) 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 Association’s legal duty to furnish information.