Victory Packaging Regional Credit Manager in Houston, Texas
The Regional Credit Manager is responsible for all regional credit and accounts receivables activities, including: daily management of all department related activities, continual evaluation of processes for improvement, representing the Credit Department in key department and company-wide initiatives, taking a leadership role in addressing sensitive or complex customer/system issues, and providing reporting as requested. Position must operate under minimal supervision.
Essential Functions/Job Duties:
Review and approve credit applications, pull D&B reports, request credit insurance coverage if necessary, set credit limits and terms with information as to projected sales.
Review AR and Credit Limits for assigned locations for all new and existing customers.
Work closely with all branches, sales reps, national accounts and the Collection Dept. on all credit related issues.
Monitor and update existing credit limits. Report all accounts exceeding credit limits over the credit limit amount set by senior management.
Forward all uncollectable accounts received and approved by the Collection Department and or Senior Management. Monitor all EH Insurance claims and collection agency requests.
Update accounts with D&B alerts.
Review on a weekly basis all key changes made to the customer master file.
Complete weekly/monthly credit limit audit reports for senior management approval.
Compete and return all credit references received for customers.
Approve credit for all requested new product uploads and additional inventory.
Additional Functions/Job Duties:
- Other duties as assigned.
Minimum of three years’ experience in credit and collections
Must possess excellent written and oral communication skills
Strong organizational skills
Excellent MS Office skills
Ability to work independently, multi-task and prioritize
Bilingual in English/Spanish is a plus
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)
Req ID: REGIO01807