Credit Manager - Area

US Foods•Washington, NV

6d•$75,000 - $125,000•Remote

About The Position

This role provides leadership through the credit function, requiring collaboration and negotiation with leaders at all levels to gain trust through consistent delivery of results at an optimal level of quality. The individual will serve as a subject matter expert, working with others to meet credit deliverables and service standards. This includes administering and implementing credit policy, procedures, and best practices governing credit activities. The role also oversees credit risk investigations, approves credit terms, and manages limit extensions while handling complex, larger accounts. This position can be located anywhere in the US and operates on EST hours.

Requirements

4 years’ experience supervising, and leading onsite and remote associates (individual contributors and people managers) required.
5 years’ experience working in Finance or Credit/Collections is required.
5 years’ experience in using a variety of web based and mainframe systems to perform job activities is required.
Experience facilitating presentations to internal and external stakeholders, i.e., sellers/customers.
Experience developing, tracking, and utilizing KPIs to identify process improvements.
Intermediate MS Office skills required with highly proficient Excel skills (ability to create pivot tables, VLOOKUP required).
Proficiency in using a variety of web based and mainframe systems to perform job activities (Data Warehouse databases, SharePoint & Salesforce preferred).
Strong verbal/written communication and interpersonal skills; ability to effectively communicate under pressure.
Strong negotiation and persuasion techniques; critical thinking skills to manage complex problem-resolution abilities with ability to influence others during negotiations; ability to analyze data and situations to draw appropriate conclusions.
Ability to manage all facets of credit function for multiple Areas.
Ability to build and foster collaborative networks with the purpose of strengthening alignment and sharing best practices.
Must possess strong emotional intelligence to build relationships with all levels of the organization.
Ability to provide thoughtful leadership to internal customers and connect externally in the assigned Area to hear the voice of the customer.
High School Diploma or GED required.

Nice To Haves

Food service or similar distribution experience is desired.
Credit Business Associate (CBA) Certification is desired.
Bachelor’s degree preferred.

Responsibilities

Responsible for an Accounts Receivable portfolio of 5000 customers and $50MM in annual revenue.
Serve as the primary Credit liaison to the Area President and their team, soliciting feedback and handling escalations or questions.
Collaborate and maintain strategic partnerships with an offshore management partner, ensuring seamless coordination and communication, including process reviews, addressing inquiries, and offering guidance.
Participate in monthly performance review meetings and conduct formal performance appraisals.
Ensure established training protocols are delivered for cross-training support work and standardized processes for absorbing new work into the shared services model.
Coach credit leadership team member(s), ensuring they are set up for success in all aspects of their role, including their development for future roles. Establish and review quantitative and qualitative expectations on an ongoing basis.
Meet with new Territory Managers to discuss credit expectations.
Attend District and/or General Sales meetings to build trust and a collaborative network while interacting with sales.
Build and foster a collaborative network within Credit Leadership, the offshore management partner, sales and sales leadership, and the Area/Markets to strengthen alignment, share best practices, drive effective communication, and achieve results.
Handle escalations as per matrix and best practices.
Manage all facets of collection.
Approve credit applications based on credit policy approval limits and matrix.
Meet with credit leadership and Area teams to discuss credit expectations.
Coach underperforming associates, implementing a Process Improvement Plan (PIP) as needed.
Oversee Supervisor function and onboarding.
Develop top talent while embracing core values.
Provide coaching, best practice sharing, and identify developmental needs on an individual basis.
Ensure quantitative and qualitative expectations are set and reviewed on an ongoing basis.
Participate in regular performance review discussions.
Foster an environment of accountability and celebrate successes.
Work with an offshore management team with varying skill levels.
Standardize Credit processes utilizing automated tools where appropriate, fully understanding and leveraging this functionality to improve workflow efficiency and quality measures.
Think strategically about new initiatives and participate in researching new technology selections.
Deliver functional projects as assigned, focused on technology and processes relevant to the established strategic roadmap.
Continuously seek opportunities for synergy, improvement, simplification, and automation of existing processes, technology, and reporting.
Conduct regular role effectiveness reviews across the function, seeking feedback from key stakeholders for continued improvement.
Manage survey process for both internal and external customers to ensure satisfaction.
Research and analyze data to draw conclusions, identify trends, and uncover potential issues, using this knowledge to develop and bring forward recommendations.
Lead frontline management to be aligned with best-in-class methodologies such as quality performance, training initiatives, and associate scheduling, leveraging operational efficiencies to improve workstream activity.
Build and foster a collaborative network to strengthen alignment, share best practices, and drive communication.
Provide thought leadership to internal customers and connect externally in the assigned region to hear the voice of the customer.
Build, track, and share standard KPIs.
Participate in the annual budgeting process while consistently driving for financial fitness.
Define talent strategy inclusive of hiring/recruiting, performance management, and succession planning.
Collaborate to build a future vision for the function driven by stakeholder feedback, developing roadmaps for future technology and benchmarking.
Create and sell a business case inclusive of budgeting, required resources, and ROI.
Update Personal Individual Development Plan (IDP) and prepare for check-ins with your leader.
Engage in the formal US Foods performance management process.
Strive to learn and benchmark against industry trends and be engaged in industry peer groups.
Pursue other personal learning and development initiatives.