Sr Manager Accounting Center Operations

POSITION SUMMARY: The Senior Manager, Accounting Center Operations has enterprise-wide responsibility to manage and lead efforts in the standardization and continuous improvement of accounting processes across the company’s Area Accounting Centers. The incumbent will focus on creating Accounting Center Standardization, improving close accuracy and timeliness, ensuring internal controls are operating effectively, and partnering with teams and leadership across the country to ensure best practices are in place, compliance practices are strictly adhered to, and performance goals are met.

PRINCIPAL RESPONSIBILITIES:

• Assesses current accounting practices across area accounting centers and identifies areas for improvement or standardization, partnering closely with area accounting leads, corporate finance teams, and field leadership to ensure alignment and adoption of changes.

• Creates and maintains standard procedures, templates, and calendars for journal entries, close timelines, and reconciliations. Leads initiatives to shorten the month-end close process while maintaining accuracy and control.

• Provides oversight, monitoring, and guidance to ensure the Company’s internal controls over financial reporting are designed, implemented, and operating effectively. Ensures compliance with internal controls, policies, and US GAAP across all areas.

• Develops tracking tools or KPIs to measure process improvements and close cycle performance; taking the appropriate action when performance does not meet targets and objectives.

• Reviews Area Accounting Center goals and overall performance results with the Area finance leadership team and makes recommendations accordingly where performance falls short of targets. This may include but is not limited to participation in cross functional approach to issue resolution.

• Works directly with the company's internal/external auditors on the resolution of audit issues.

• Actively participates in the implementation of new tools, processes, or systems related to accounting operations, and supports onboarding and training of area teams on standard processes.

• Coaches and develops a team of professionals to assist in their development and attainment of necessary skills to lift performance. Monitors staff performance and drives performance improvement initiatives and ensures that service levels meet or exceed agreed upon standards.

• Acts as a liaison between area teams and corporate departments such as FP&A, internal audit, and IT.

• Prepares updates and summaries for senior leadership on key projects, process adoption, and risks.

• Other non-essential duties as assigned or may be necessary.

QUALIFICATIONS:

• Strong understanding of journal entries, month-end close, and reconciliations in a large company setting.

• CPA certification preferred.

• Strong written and verbal communication skills; comfortable working with both corporate and area teams. 

• Ability to manage multiple priorities and move projects forward independently.

• Advanced level of proficiency with Microsoft Excel.

MINIMUM REQUIREMENTS:​

• 7 -10 years of progressive experience in the related finance function in a multi-entity or shared services environment.

• Experience leading cross-functional projects or related finance function process improvements.

• Minimum 3 years of people leadership or matrix management experience in complex organizational environments

Rewarding Compensation and Benefits

Eligible employees can elect to participate in:
• Comprehensive medical benefits coverage, dental plans and vision coverage.
• Health care and dependent care spending accounts. 
• Short- and long-term disability.
• Life insurance and accidental death & dismemberment insurance.
• Employee and Family Assistance Program (EAP).
• Employee discount programs.
• Retirement plan with a generous company match.
• Employee Stock Purchase Plan (ESPP).

The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified.  Furthermore, they do not establish a contract for employment and are subject to cha