Senior Accounting Clerk | Cranbury, NJ | Papa Johns

Senior Accounting Clerk

THIS IS A CORPORATE POSITION

The Senior Accounting Clerk drives all aspects of accounting within the Quality Control Center (QCC) to ensure excellence in budgeting, inventory, accounts payable/receivable, invoicing, and purchase orders.  This role is also accountable for facility payroll processing.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. 

  • Process on boarding task for new hires in partnership with the Supply Chain Recruiter.
  • Manage all accounting functions within the QCC including but not limited to those related to inventory, accounts payable, purchasing, billing, petty cash ensuring compliance with company policies and procedures, and generally accepted accounting principles. 
  • Prepare P&L’s, journal entries, account reconciliations and analysis.
  • Participate with all inventory processes.
  • Function as a key member on the Center Leadership Team in leading and demonstrating Papa John’s Core values while ensuring daily business and customer service objectives are achieved.
  • Actively assist QCC management team with budget preparation and financial reporting in maintaining, communicating and adhering to QCC goals and standard operating procedures (SOP). 
  • Other duties as assigned.

POSITION QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The qualifications listed below are representative of the knowledge, skill, and/or ability required. An equivalent combination of experience and training may substitute for any of the listed position qualification.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

ORGANIZATIONAL COMPETENCIES (Mid-Level): Applies to all team members across the organization.

*Supporting Change: Gives extra thought when responding to any team member concerns over the change. Communicates early success stories to promote learning and change. Speaks to the need for team members to learn from their mistakes and think outside the box. In a compelling manner, communicates the Whats in it for me?(W.I.I.F.M.) factor of the change for team members. Clearly communicates the business rationale behind the change. Explains how each team member will be impacted by the change.

*Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; Is a people builder.

*Planning and Organizing: Turns the vision or strategy into an actionable plan for team members to follow. Plans ahead to achieve short and long-term targets (e.g., people, product, service, sales and image). Uses trends and historical data to build forecasts (e.g., daily, weekly, and quarterly). Identifies future problems and puts plans into place to mitigate them. Ensures that project plans are executed on-time and within budget. Communicates the corporate objectives and clarifies how the team/departments initiatives will help to achieve them.

JOB COMPETENCIES are classified as the work habits, attitudes, personal characteristics, and behaviors that reflect how a person accomplishes the duties and responsibilities of his/her job.

Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

Supporting Customer Focus: Ensures that each team member clearly understands their role in delivering the customer service brand promise (e.g., within the corporate office or restaurant). Regularly checks assumptions with team members regarding service requirements. Communicates any changes in customer service requirements to team members, in a timely manner.  Solicits feedback on the customer experience from a wide range of perspectives (e.g., team members, peers, vendors, operational and corporate office members) and integrates it into the service provided, provides constructive feedback to team members to help sharpen their service delivery. Asks probing questions to clarify customer expectations.

Maximizing Personal Performance:  Sets personal performance goals that are clear and measurable (e.g., S.M.A.R.T. goals).  Uses the big picture perspective to ensure that all personal goals are aligned to Papa Johns corporate goals.  Creates personal plans of action to deliver on established goals.  Addresses any roadblocks or interruptions to obtaining results whenever possible.  Delegates to team members when appropriate to help with the completion of tasks (e.g., given the appropriate experience, knowledge and skills).  When necessary, escalates promptly to help resolve any personal performance issues.

Building Alignment: Provides guidance when needed to teams that are dealing with conflict. Builds further alignment by clarifying each partys goals and expectations, and desired end state. Ensures all parties involved have had enough time to resolve their conflict. Gathers input from all parties and integrates it to improve the two-way communication. Communicates concerns regarding any red flags or potential roadblocks to alignment. Maintains open dialogue with all parties and keeps the conflict moving forward, even when there is no clear sign of resolution.

Responsive Management: Encourages team members to take initiative and show persistence. Puts own “footprint” onto the work environment (e.g., the corporate office department or restaurant). Identifies the next step needed to move forward with problems that arise, and which team member needs to own it. Reacts promptly when team members’ issues are brought to their attention. Ensures that each team member steps up to own their portion of the work. Identifies what decisions need to be made and who needs to make them, and escalates when necessary.

Communicating Effectively: Modifies style to meet the diverse needs of the audience (e.g., technical and non-technical). Anticipates challenging questions and prepares answers in advance.  Takes the extra time to listen and deeply understand comments from team members. Leverages intelligence from internal networks to help customize communication to team members. Uses a genuine communication style that builds long-lasting relationships. Speaks with conviction in order to obtain buy-in from team members

Building Trust: Recognizes both individual efforts and critical milestones for the overall team/departments success. Quickly identifies and expedites the resolution of team/department morale issues. Uses and encourages open and transparent communication. Demonstrates accountability to the team/department by always having each members back. Attempts to gain team memberscommitment by first earning their respect and trust (e.g., avoids micro-managing). Uses leadership without authority (e.g., “first in authority, last in privilege” mindset).

It is the policy of Papa John’s to provide equal employment opportunities for all applicants and team members without regard to race, color, religion, sex, age, marital status or civil partnership, national or ethnic origin, pregnancy or maternity, veteran status, uniformed service (as defined by 10 U.S.C. §101 (a)(5)), protected disability status, genetic information, sexual orientation, gender identity, gender reassignment, or gender expression, or any other characteristic protected by statute or law.