We're looking for a dynamic Controller/Admin Manager to join our management team at our Lakeville, MN Distribution Facility. Do you have strong experience in accounting? Strong leader? Experience in HR a plus!
What is a Controller responsible for?
- Management team member
- Human Resources administration
- Manages day-to-day accounting
- SOX and company policy compliance
- Accounts Receivable
- Process & Business Analysis
- Help drive safety culture
Starting pay 58k-108k DOE + Bonus Program
A Day in the life of a Controller:
A Controller’s primary responsibility is to oversee all of the accounting-related activities within a branch location, which means their day-to-day often includes the management of people, an admin department, and company policies. They often also review credit transactions and requests, prepare financial statements, collaborate with the management team, participate in safety committee, and help associates with questions related to benefits, onboarding, and payroll.
Responsibilities
Responsible for location accounting and control functions including coordination of associates for month-end closings, order entry, receivables, payables, and inventory/payables reconciliation.
General Accounting: Manages the general accounting cycles related to distribution, information services and payroll functions for a location. Supervises all accounting activities associated with the general ledger, receiving, invoicing, inventory control, accounts receivable and accounts payables. Interact and problems solve daily activities between sales, operations and accounting. Ensure compliance with all policies and processes are followed.
Information Services: Manages the information systems for the operation (hardware and software), trains users, and troubleshoots hardware issues. Interact with division and corporate information services, as necessary. Functions as the branch Agility expert; assisting admin personnel in problem solving for Agility entries.
Administrative Functions:
- Manages all administrative functions for a location. Negotiates procurement contracts for equipment and supplies not handled by division or corporate departments.
- Coordinates with staff to ensure employee relations administration, including the recruiting process, benefit questions, new-employee orientations, and new-hire and termination documentation and other HR tasks including payroll, benefits, workers' compensation, FMLA, EEO and AAP are completed in a professional and timely manner.
- Supervises location and accounting staff members.
- Responsible for payroll administration (record keeping) at the location.
- In conjunction with the product managers, manages periodic inventories of all products physically located on site.
Special Projects: Handles special projects as assigned, such as: Coordinates sales and marketing promotional programs (catalog development by providing administrative and technical support), sales promotions or location "open house," etc.
Responsible for demonstrating a commitment to the process of continuous improvement, identifying and responding actively and with sensitivity to the needs of all customers and be open and responsive to change.
Qualifications
- Basic Qualifications: College degree in business or accounting or minimum five (5) years accounting/financial background for Level II; seven (7) years for Level III. Requires supervisory experience, excellent communication skills and demonstrated positive interpersonal skills. Incumbent must have demonstrated leadership qualities and the ability to interface well with customers and all levels of company personnel.
- Preferred Qualifications: Basic knowledge of the building materials industry preferred. Proficient in utilizing PC software applications necessary for performing job responsibilities.
Our Benefits
- Medical + Dental + Vision
- Flexible Spending Accounts + HRA
- 401(k) Retirement Savings
- Annual Incentives
- Paid Time Off (20/yr) and holidays (10/yr)
- Paid Parental Leave
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)