Mgr Accounts Receivable

Overview

The Accounts Receivable Manager is responsible to oversee the full cycle Accounts Receivable functions to ensure the accurate and timely processing of customer accounts. This position is responsible to supervise and coach non-exempt staff to enhance their performance, quality and productivity of nonexempt staff employees. This position will report to the Director of Finance.

• Responsible to oversee Accounts Receivable functions to ensure accurate and timely processing of customer accounts.
• Responsible to supervise and coach nonexempt staff to enhance their performance, quality and productivity.
• Responsible for supervising and monitoring staff, including hiring and training employees and assist in the evaluation of employee performance.
• Responsible to make recommendations to improve departmental policies, controls and procedures, and help improve systems and processes.
• Assist staff through escalation process to resolve major disputes and issues with internal and external customers.
• Creates and implements changes to work assignments, creates and maintain payroll reporting in Kronos.
• Assists Director in evaluating, creating and implementing changes in methods or procedures to meet operational needs, improve accuracy or efficiency in accounts receivable processing.
• Reviews and monitors accounts receivable transactions and activities to ensure accuracy, completeness, timeliness and conformance to company policies.
• Responsible to investigate, research, and resolve issues or concerns pertaining to customer accounts.
• Responds in a professional manner to all inquiries, providing the highest level of customer service.
• Manages and directs the monthly close of accounts receivable to ensure information is complete, accurate and reported in a timely manner.
• Monitors and reviews the billing process to ensure customer invoices are properly matched and reconciled by payment and/or credit adjustment.
• Review and assist in creating and assigning depts. Goals and strategies.
• Review and explore ways to increase automation of daily processes.
• Performs additional duties as assigned.

• Bachelor’s Degree in Business Administration, Accounting or Finance.
• Must have minimum 3-5 years A/R experience.
• Must have minimum 5 years demonstrated experience with effective management skills, delegation and prioritization skills.
• Good analytical skills and knowledge of collections, credit, accounting and financial principles.
• Knowledge of basic business & accounting processes.
• Must have accounting and billing system experience, Lawson software preferred.
• Must be able to work within a team in a fast-paced and high-volume environment with emphasis on accuracy and timeliness.
• Able to communicate professionally & promptly with management, coworkers, and customers.
• Ability to work effectively in a cross functional team; demonstrated ability to partner with other departments.
• Strong analytical andmathematicalskills.
• Must have leadership and organizational skills.
• Must have excellent MS Office Suite skills,Excel proficiency a must
• Transportation/Logistics industry experience preferred.

We are excited to share that the base salary range for this position is $85,950.54 - $. This position is also eligible for an annual discretionary bonus, targeted at 5%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.

Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.

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)

LA County Applicants:
The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.

PC-2045