CREDIT MANAGER:Position will support and assist the Corporate Finance Manager and all operating company departments with credit and collection activities. Applicant must have experience and ability to work for a sales driven organization. Applicant must adapt to staying in line with the sales side of the organization. Duties to include but are not limited to the following:
Supervising assigned personnel, providing training and supervision of duties.
Following and teaching all credit policies and legal requirements of credit administration.
Performing advanced stages of collection activity including, determining when to begin escalation process, reporting to and working with Presidents, General Managers and Department Managers on advanced collection accounts, recommending when to reserve or charge off an account, and determining if an account will be placed with the collection agency.
Responsible for coaching staff to meet collection goals including identifying target accounts and Currency results for assigned area of responsibility.
Reviewing credit reports and financial statements to determine credit approval and establish credit limits.
Credit and Collection activity for assigned area of responsibility.
Sets up new customer accounts as needed.
Provide customer assistance for copies of invoices and questions on customer accounts as requested.
Work closely with Rental Collectors and Lien Specialists.
Oversees the tracking of all Lienable Rental billings:
Ensures pre-liens on projects and Bonds are filed timely.
Reviews Construction Liens against projects and Bonds prior to filing.
Accepts payment on accounts as needed.
Other duties as may be assigned.
Must have a Bachelor’s Degree or Associate’s Degree (AA) or equivalent from two-year College or Technical School and two to three years related experience and/or training; or equivalent combination of education and experience. Must have the ability to read and interpret documents such as credit reports, financial statements and procedure manuals, ability to write routine reports and correspondence, and effectively present information in one-on-one and group situations. Excellent computer skills including word, excel, power point and outlook, and excellent communication skills, both orally and written required.
Why work for Papé:
Competitive pay based on your skills, training, and experience level
Outstanding benefits including – 401(k) Retirement Plan with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Progressive Vacation Plans; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs
Advancement – Papé is a dynamic, growth oriented organization with a focus’ on promoting from within.
Stability and reputation — Papé is a family-owned, fourth-generation company with over 130 locations, over 3,600 members and 80 plus years of experience. Papé is known for their stability, their honesty and their integrity.
Equipment – We have the largest equipment inventory in the West and an unparalleled parts inventory!
Employee impact – Enjoy an open-door policy where your voice will be heard and your opinions will matter.
Training – You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.
Education
Required
Bachelors or better
Behaviors
Required
Team Player: Works well as a member of a group
Leader: Inspires teammates to follow them
Motivations
Required
Self-Starter: Inspired to perform without outside help
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)
