Sr. Manager Revenue Accounting Operations & Transformation

Business Unit Overview

Here's what all the hype is about: Premier Nutrition Company (PNC) is one of the fastest-growing companies in the convenient nutrition space showing clear leadership in the category of protein shakes and protein powders. We make the brands Premier Protein, Dymatize, and PowerBar, which is sold internationally, and we are part of our holding company, BellRing Brands (NYSE: BRBR).

We have a simple, yet powerful, formula for our success, which we've been nailing for over 15 years. We start off with an organization powered by our company purpose-Changing Lives with Good Energy. Then our purpose-driven people are given the support and autonomy to develop and grow. Next, we are super-intentional about designing a culture where everyone feels like they truly connect and belong, which is one of our five company core values. Purpose-driven, connected employees who are consistently mastering new skills deliver amazing business results. And winning companies with amazing people and thriving cultures attract and retain top talent, so the cycle becomes self-reinforcing or what we call our regenerative culture.

We don't mind sharing our formula since, as people who we believe in the power of changing lives with good energy, we think the world would be a better place if more workplaces treated adults like adults and gave them the platform to do the best work of their lives-alongside some truly amazing colleagues. Why don't more companies do this? It takes deep-in-your-bones conviction to your people, products, and purpose to pull it off. It also takes resisting the urge to try to control people, and instead trusting them to make the right decisions. The results of our vibrant culture speaks for themselves: We were certified as a Great Place to Work™ for the 8th year-running in 2024. And we currently rank #2 on Fortune Magazine's Best Workplaces in our category, and in the top 12 for each of the last 5 years.

We have a long list of ways we take care of our people, but here are some crowd-pleasers that our employees often say they love most: Year-round ½ day Fridays, in-office massages, free lunches & snacks, dogs in the office, month-long cultural and diversity celebrations, monthly over-the-top in-office events like bring your kids to work day, 6% 401k match after 1 year, as-needed sick leave, generous paid family leave regardless of gender, all positions bonus-eligible, company-wide volunteer days, company-matched charitable donations, no employee handbook, no dress code, coaching conversations instead of performance reviews, walking meetings, free exercise classes, and company-paid gym membership for Emeryville-based employees.

PNC seeks individuals who will flourish in this type of work environment and will add to our culture and help build this high-growth company for the next phase in our amazing journey. Does this sound like you? Then read on...#LI-hybrid

Responsibilities

The role you're interested in...

The Sr. Manager, Revenue Accounting Operations & Transformation reports to the Sr. Director, Revenue Accounting and oversees two shared services centers of excellence in the department: (1) Revenue Accounting Operations and (2) Business Excellence. Direct reports include a Revenue Accounting Operations Manager and two Business Excellence Analysts.

The overarching mission of the Revenue Accounting Operations team is to:

• Provide shared services to 3 teams who manage customer portfolios for specific Strategic Business Units (SBUs). Shared services include month-end close, project management, business transformation, credit management, audit, cash application, and SOX compliance.

• Continuously build an operating environment that is best-in-class by managing Revenue Accounting Innovation, Standardization, and Excellence (RAISE). This team ensures the whole Revenue Accounting team's systems and processes align with and anticipate the company's growth.

• Act as an Air Traffic Controller of information and communication.

The work environment...

So, what's it like to work here? If you're based in the greater Bay Area, you'll walk into our Emeryville office each Tuesday morning and start the in-person portion of our hybrid work week at our weekly all-company meeting and find close to 200 of your colleagues sitting on sofas, beanbag chairs, or the floor excitedly talking through the week ahead and watching a newer teammate tell their personal life and career journey followed by a quick update on any hot topics that might be relevant to the week ahead.

We are a dynamic, HYBRID workplace so every employee who lives within 100 miles of our offices is expected to come in each TUESDAY and WEDNESDAY. We aligned on those two common days way back in 2021 to be intentional about connecting in person for things like innovation, impromptu collaboration, having respectful challenges to get to better decisions, leadership role-modeling, and culture building. Great work cultures are built on stories about what great looks like in practice, and great stories on Zoom meetings are few and far between. The expected pay scale for this role is $150k to $160k, which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role.

Our modern 50,000 sq. foot headquarters straddles the border of the cities of Emeryville, Oakland, and Berkeley, California with free onsite parking and many transportation options.

You're excited about this opportunity because your time will be filled with...

TEAM BUILDING AND MANAGEMENT: 20% of TIME

• Lead, develop & coach their team of 3 direct reports to effectively manage accounting operations and best-in-class continuous improvement for the entire revenue accounting organization
• Provide direction and oversight to ensure the Revenue Accounting Ops team executes on department goals & objectives
• Manage resources to implement optimal capabilities, ways of working, structure, and output within their team
• Ensure direct reports have clear expectations & goals that reflect what success looks like for shared services responsibilities.

DEVELOPMENT AND DIRECTION OF REVENUE ACCTG SHARED SERVICES: 40% of TIME

• Accountable for all workstreams governing month-end close, project management, credit management, audit, cash application, and SOX compliance.
• Effectively manage and measure SLAs and cycle times of all shared services activities and deliverables
• Act as Project Lead for enterprise initiatives and mentor Business Excellence Analysts to lead/facilitate local and cross-functional projects
• Implement and oversee new project gating to ensure the Revenue Accounting team is evaluating and prioritizing projects strategically and seeing through to completion efficiently.
• Oversee administration of all Revenue Accounting applications: NetSuite, BluePlanner, HighRadius, Service Now, Tableau
• Meet regularly with SBU Leaders to scope emerging needs and translate feedback into actionable requirements that can be evaluated in gating and implemented if approved.
• Develop and implement accounting policies, procedures, and internal controls to ensure compliance with GAAP

DIRECTION OF MONTHLY ACCOUNTING CLOSE CYCLE: 20% of TIME

• Project manage a fast-paced and deadline-driven Accounting close cycle, ensuring the SBUs are coordinated, and all milestones are completed on time.
• Oversee monthly JEs, GL account reconciliations, and troubleshoot bottlenecks.
• Centralize and generate monthly aging reports, KPIs, and status reports on key topics tracked by Sales & Finance.

BUILDING WHAT'S NEXT / CONTINUOUS IMPROVEMENT: 20% of TIME

• Collaborate with Sr. Director to provide thought leadership and develop the Revenue Accounting team's operational goals, objectives, and roadmap
• Scope and stay abreast of new technologies, best-in-class practices, and industry benchmarks
• Ensure team is in pace with company growth stages and in sync with corresponding maturity models for Credit Management, AR, and Deduction Management
• Embrace and foster a culture of innovation and continuous process improvement in the department

Qualifications

What are we looking for?

Education:

• BS/Masters degree in business management/accounting or equivalent experience

Experience:

• A minimum of 7 years' experience leading an accounting team, with progressive responsibility

Skills and mindset:

• Servant leader management philosophy
• Global O2C and Credit expertise is requisite; Trade Accounting knowledge desired
• In-depth knowledge of GAAP and Sarbanes-Oxley
• PM certification, knowledge of Agile, or equivalent experience project managing enterprise-level initiatives
• Proficient in information systems such as NetSuite and Trade Promotion Management tools
• Advanced Excel and knowledge of Tableau or other BI tool
• CPG expertise desired

So, if after reading through this long list you're thinking-I'm not sure I meet 100% of these requirements, should I still apply? YES-if you embody a growth mindset, see challenges as opportunities to develop, and find innovative ways to get the real work that matters done, you sound like our kind of candidate!

The 5 capabilities or mindsets most relevant to this role:

Coach & mentor

Adaptability

Be a builder

Embody a strategic mindset

Creativity, exploration, & innovativeness

You will thrive here and may just do the best work of your life if...

• You want to be an integral part of shaping an amazing work culture and being a culture-add
• You know when good enough is good enough, or the rare times when execution needs to be flawless
• You can be flexible in your approach and abandon past practices if they don't make sense
• You are comfortable being natural, casual, open, and even a bit playful at work
• You don't have a big ego and give credit and praise freely
• You like to get sh*t, I mean-stuff done
• You can be both clear and kind-empathetic yet hold people accountable
• You can hold the tension of being both warm and self-deprecating, and also super credible as a professional
• You can do periods of focused, deep work on projects that drive the business forward

This may not be your ideal next career move if...

• You like a lot of structure, rules, and uniformity
• You like hierarchy, and command and control management
• You like a "big company" impersonal, cog-in-the-machine vibe-that ain't us
• You want to build a beautiful, orderly bureaucracy
• You like things to not change much (we suggest the elevator business for that)
• Dealing with ambiguity or experimentation is not your jam
• You try to resolve challenging interpersonal situations over instant messaging
• You enjoy writing stuffy job descriptions (wink, wink)
• You want to work in your own silo-of-excellence
• You prefer engaging with your camera off, better yet, on mute, and demonstrating excellence through email
• You tend to chase whatever shiny object presents itself during the day instead of real results through focus

Here's the deal with our not-so-standard, um...standard interview process because we know you are the curious type, which is why you're still reading this...

• Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have
• Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you-and who wants that, right?):
• A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don't do panel interviews because they don't give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we're probing different capabilities)
• A case study or job task to simulate what you'd actually be doing in the role (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don't have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops.
• Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid groupthink with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big decision. If you nailed the interviews and the case study was brilliant, guess what? The offer is all yours! And the ball is in your court. Will you accept? We sure hope so because this place is the real deal, and don't just believe us-just ask the 93% of our people who said this is a great place to work in our most recent employee survey.

We strive to create an equitable and inclusive environment to contribute to the success of our organization. Premier Nutrition provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.