Director of Finance

We need to output HTML fragment with sections: About the role? The description includes "Who We Are & About This Role". Use

for section headings. We need to include sections only if posting has real specific content. Likely sections: About the role (or Who We Are & About This Role), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to extract content. We must not repeat job title as heading. No Job ID. Remove boilerplate. We need to preserve all substantive info. Let's parse. First part: "Director of Finance Full-Time Armada, MI Reports to President Blake’s Orchard & Cider Mill Who We Are & About This Role Since 1946..." This is about the company and role. So we can have a section

About the role

with paragraphs. Then "Your Role With Blake’s: Key Responsibilities" then list of responsibilities under headings: Financial Strategy & Business Partnership, Planning, Budgeting & Forecasting, Cash Flow, Treasury & Banking, Accounting Oversight & Financial Reporting, Systems, Reporting & Continuous Improvement, Operating Rhythm & Financial Leadership Development, Information Technology Oversight, Risk, Compliance & Stewardship. We need to output a

• for any list of duties/requirements/benefits. So we can group responsibilities into bullet list? The instruction: Use
  • for any list of duties/requirements/benefits, and

    for prose. So we need to decide: responsibilities are a list; we can output

    • each bullet. However there are subheadings within responsibilities. Could we keep subheadings as

      ? Not allowed; only

      for section headings. We could keep subheadings as bold within

      maybe. But we must not invent headings beyond allowed. Probably we can keep subheadings as plain text within

      . That's okay. Thus we produce a

      Responsibilities

      then

      • ... each bullet. Similarly Requirements: "What Great Looks Like: Qualifications" then Required bullet list and Preferred bullet list. We'll separate Required and Preferred maybe as separate sections? Could combine under Requirements with subheadings? But we only allowed

        for section headings. Could have

        Requirements

        then
        • for required, then maybe a note "Preferred:" within
        • ? Better to have two subsections: maybe

          Required Qualifications

          and

          Preferred Qualifications

          but that would be extra headings beyond allowed list? The instruction: use

          for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive? It says use

          for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect those specific headings only. So we should stick to those headings. So we can have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we may not have all. We need to include only those with real content. We have content for About the role, Responsibilities, Requirements (maybe combine required and preferred), Qualifications (maybe duplicate of Requirements?), Skills (maybe from required/preferred), Benefits (maybe mention Fall Incentive Plan?), Pay (not specified), Schedule (some info about schedule). We need to decide. The posting includes schedule info: "On-site role based out of Blake’s Armada campus Onsite leadership and support expected during peak operational months of September and October, including weekend availability as the season requiresPhysical presence required during quarter-end and year-end close periodsCompany blackout dates apply during peak season and close periods unless pre-approved PTO is grantedTravel to Blake’s other locations as needed for business reviews, systems work, and operational support Busy season is part of the plan. Our Festival, Events, Fall and Holiday season runs from June through the end of the holidays, and weekend work across that stretch is core to how we operate, it’s when we create the experiences we are known for. Team’s participation is not an exception or an occasional ask, some, or all of the team will be a part of it. Your week stays at five days: the days shift to cover events, festivals, and weekends as the calendar requires. Standard Monday through Friday schedules apply during the quieter months. This is the Orchard career, arranged around the seasons that define this business. The Fall Incentive Plan. For team members who want to take on more during our peak season, Blake’s offers an optional program: work six-day, sixty-hour weeks through fall and earn additional PTO plus a cash bonus. Participation is entirely voluntary and has no bearing on performance reviews or standing. It exists for people who want to go all in du" Thus we have schedule details and a benefit (Fall Incentive Plan). Pay not specified, so we should not create Pay section. Benefits: we have Fall Incentive Plan (optional program). Also maybe standard benefits not mentioned. We'll include Benefits section with that info. Skills: maybe we can extract from required/preferred: e.g., "Advanced Excel and strong ERP proficiency", "CPA, CMA, or MBA", "NetSuite experience", etc. We'll put under Skills. Qualifications: maybe we can combine required qualifications. But we already have Requirements section. The instruction list includes both Requirements and Qualifications as possible headings. We need to decide which to use. Could put required qualifications under Requirements, and preferred under Qualifications? Or combine. Let's follow: Requirements = required qualifications; Qualifications = preferred qualifications? But they said "Qualifications" as a possible heading. We'll treat Requirements as required, Qualifications as preferred. Thus:

          About the role

          ... (company description and role overview)

          Responsibilities

          • ... each bullet covering the subheadings.

          Requirements

          • ... required qualifications bullet list.

          Qualifications

          • ... preferred qualifications bullet list.

          Skills

          maybe not needed if we covered skills in qualifications. But we could still have Skills section with specific skills like Advanced Excel, ERP, NetSuite, etc. However that may duplicate. Safer to omit Skills if not distinct. But we have content for Skills: "Advanced Excel and strong ERP proficiency", "Comfortable leading a recurring leadership meeting", "Excellent communicator". Those are skills. We could put them under Skills. But we already have required qualifications includes "Excellent communicator: you make complex financial information clear to people who are not finance people", "Advanced Excel and strong ERP proficiency". So we could keep them in Requirements. Then Skills section may be redundant. Better to omit Skills. Benefits: Fall Incentive Plan description. Schedule: details about schedule. Thus sections: About the role, Responsibilities, Requirements, Qualifications (preferred), Benefits, Schedule. We must not include empty sections. Now craft HTML. We need to preserve all substantive info; not invent or summarize away detail. Must not omit details. We need to be careful to include all details from the posting. Let's extract About the role content: Starting from "Who We Are & About This Role Since 1946, Blake’s Orchard & Cider Mill has been a cornerstone of Michigan agriculture and agritourism: an 80-year family operation with deep roots in Armada and a genuine growth ambition. Our mission is to cultivate growth in our people, our community, and our business. We farm, we produce, we host, and we sell across four locations, restaurants, tasting rooms, retail, and a fall season that draws guests from across the state. The Farm has been here for eighty years because generations of people made careful decisions about how to grow it and how to protect it. The Director of Finance carries that responsibility forward. This is the senior-most finance seat at Blake’s Orchard & Cider Mill, reporting directly to the President and sitting above the Controller. You own the financial strategy, planning, and performance of the business. You partner with the President and ownership on the decisions that shape where this company goes next: capital investment, growth planning, banking relationships, and long-range financial health. You also lead the finance function day to day, with the Controller and accounting team reporting to you, and you own the Information Technology function for the Orchard. This role sets the company’s operating tempo. You lead our weekly L10 meeting, run weekly financial reviews with department leaders, and build the financial literacy across the business that lets every leader own their own numbers. This is a business partner role as much as a finance role. Blake’s is a seasonal, asset-heavy, multi-channel agricultural business, and the right person here will be as comfortable walking the orchard as reading a balance sheet. If you want to shape the financial future of a family business with real history and real ambition, we want to hear from you." We'll put that in

          . Now Responsibilities: need to capture each bullet. Let's list responsibilities from the text: Under "Your Role With Blake’s: Key Responsibilities" - Financial Strategy & Business Partnership * Trust & Communication: ownership should always know where the business stands and what the numbers are telling us. * Partner with the President and ownership on financial strategy, growth planning, and long-range business decisions * Prepare and present financial results, forecasts, and analysis to the President and ownership with clarity and directness * Build the financial case for major decisions: new locations, capital projects, acquisitions, and expansion opportunities * Provide financial guidance to department leaders across Farm Operations, Food & Beverage, Retail, Events, and Production * Translate strategy into financial plans and financial results into plain language leadership can act on - Planning, Budgeting & Forecasting * Achievement & Accountability: you own the plan, the forecast, and the honest reporting of how we performed against both. * Own the annual budgeting process across all departments and locations * Build and maintain rolling forecasts that account for seasonality, weather risk, crop yield, and guest traffic variability * Develop and maintain a three-year financial outlook with integrated cash flow forecasts and long-term capital strategy, positioning Blake’s to thrive for decades rather than quarters * Lead monthly and quarterly business reviews with department leaders: analyze variances, identify drivers, and drive corrective action * Build financial models for scenario planning, capital decisions, and new business opportunities - Cash Flow, Treasury & Banking * Integrity & Commitment: disciplined stewardship of the company’s cash is a direct expression of protecting the family legacy. * Own cash flow planning, working capital management, and liquidity across the seasonal cycle * Manage banking and lender relationships including credit facilities, covenants, and reporting requirements * Lead capital planning and financing strategy for equipment, facilities, orchard investment, and expansion projects * Oversee treasury operations, debt management, and lease obligations * Manage relationships with external partners including auditors, tax advisors, and insurance brokers - Accounting Oversight & Financial Reporting * Teamwork & Character: you lead the finance team, develop the people on it, and set the standard for how this function operates. * Lead the finance and accounting function with the Controller and accounting team reporting to you * Oversee the monthly close, financial statement preparation, and the accuracy and timeliness of all financial reporting * Ensure sound internal controls, appropriate segregation of duties, and audit readiness across the organization * Oversee tax planning and compliance in partnership with external tax advisors, including agricultural and multi-entity considerations * Develop the finance team: build capability, create growth paths, and raise the standard of what this function delivers * Build succession plans and cross-train the team so the finance function is never person-dependent; no single absence should put the close