Accounting Manager

Description

The Grand Bay Hotel San Francisco is seeking an Accounting Manager. This role is responsible for compiling timely and accurate financial reporting, management reports and ensuring that proper internal controls are in place as directed by the Director of Finance. They are responsible for the supervision of the Accounting Department in the absence of both the Director and the Assistant Director of Finance. This role must ensure compliance with all federal, state, and local regulations and must play a role in providing leadership in the development of the accounting staff including hiring and training.

At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to & proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do! We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.

We are committed to providing you with:

Highly competitive wages

An exceptional benefit plan for eligible associates & your family members

401K matching program for eligible associates

Flexible scheduling to allow you to focus on what is important to you.

Discounts with our Crescent managed properties in North America for you & your family members.

Here is what you will be doing each day:

Assists with the supervision and coordination of the accounting operations in the hotel. Compiles, reviews, reconciles, prepares and analyzes entries to facilitate the bookkeeping function. Assists with the processing of financial statements and other reports to ensure accurate, timely information.

The position assists with the functions of Payroll, Accounts Receivable, Accounts Payable, Income Journal, General Cashiering, Taxes, and Internal Controls. In some instances, is responsible for the daily operation of an area (Credit Manager, F&B Controls, Accounts Receivable). Responsible and encouraged to make recommendations, suggest financial control changes and report SOP and procedural violations. This position involves some overlap of other departments (front office, guest facing and possibly some people and culture related tasks).

Reconciles General Ledger accounts and reviews problematic accounts. Directs staff in follow-up of accounts.

Manages the performance of the Audit staff in Finance to include hiring, training, assigning tasks, giving guidance, monitoring accuracy, and issuing discipline.

In the absence of the Director of Finance or Assistant Director of Finance supervises all staff and ensures all reports are processed promptly, such as month-end closing reports, monthly forecast and variance reports and visually reviews for accuracy.

Controls and tracks inventories of Hotel’s operational, departmental and team member meal budgets.

Assists Hotel’s Front Office management staff in interfacing front office and back-office Micros/Point of Sale systems and troubleshooting complications.

Calculates and produces daily deposit transmittals for checks received.

Work with the payroll processor to conduct monthly payroll audits, issues all paychecks in the absence of the payroll processor.

REQUIRED SKILLS AND ABILITIES:

Experience required by the position is from 3-5 full years of employment in related positions with this company or other organizations.

Supervisory experience is a must and preferred 4 year college degree in accounting.

Requires advanced knowledge of principles and practices within the finance and hospitality professions.

Requires ability to investigate and analyze current activities and/or information in a specialized field involving readily available data and indicating logical conclusions and recommendations.

Ability to train and deal with management, employees.

Ability to read and comprehend reports, computer, ledgers etc.

Limited lifting, pushing, pulling, carrying up to 15-20 lbs. Generally, boxes, computer equipment.

Limited bending/kneeling required when arranging supplies or equipment.

Mobility -limited mobility between offices and departments. No continuous standing required. No climbing or driving required

Proven leadership and coaching skills with a track record of developing a highly motivated and cross-trained group of progressive accounting professionals.

Familiarity with preferred knowledge of hotel operating systems and software.

Excellent administrative, interpersonal, organizational, written and verbal communication skills.

Safety & Security:

The safety and security of our guests and associates is of utmost importance to Crescent. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

For applicants who will be working in California, the anticipated starting compensation range for the position is $80,000 per year. The salary offered to a successful candidate will be dependent on several factors that may include, but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.

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)

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)