Manager, Finance (Store Ops G&A)

Our values start with our people, join a team that values you!

We are the nation’s largest off-price retailer with over 2,000 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high-quality brands and on-trend merchandise at extraordinary savings. All while providing a fun and exciting treasure hunt experience.
As part of our team, you will experience:

• Success. Our winning team pursues excellence while learning and evolving
• Career growth. We develop industry leading talent because Ross grows when our people grow
• Teamwork. We work together to solve the hard problems and find the right solution
• Our commitment to Diversity, Equity & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community.

Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2023 revenues of $20.4 billion, we are a Fortune 500 company who is committed to providing an inclusive work environment with continuous learning opportunities and development for our teams.

GENERAL PURPOSE:

The Stores G&A Finance Manager will oversee all G&A payroll accounts for Stores Corporate and Field teams. This person will manage critical financial processes like month-end close, forecast, budget, 5-year plan and perform ad-hoc requests. This person will also be responsible for the management of the company's Corporate Fleet Program.

This person will report to the Director of Store Finance and interact frequently with Stores Leadership and Executives. This is an individual contributor position (no direct reports).

The base salary range for this role is $105,600 - $161,100. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.

ESSENTIAL FUNCTIONS:

Oversee G&A Payroll Accounts for Stores Corporate and Field teams

• Review offers from the compensation team to include salary, bonus, corporate car, and relocation recommendations; align with business partners on offset options if applicable, compose executive level summary of offer details and make updates to payroll tracking material. Review changes with Store Finance Leadership and Stores Leadership.

• Facilitate month-end close by reviewing actual activity relative to what is budgeted or forecasted, developing back-up that supports booking required reclass and accrual journal entries in PeopleSoft to ensure financial integrity of financial statements; maintain month-end Excel files designed to inform risks/opportunities and forecast changes that are submitted to Hyperion each month. Review changes with Store Finance Leadership.

• Partner with Stores Leadership and Executives on the development of the G&A payroll budget and 5-year plan to include existing associate total compensation, attrition assumptions, business case rationale for new hires, severance agreements and capitalized labor assumptions. Create materials for Leadership / Executives to facilitate discussions and submit final plans into Hyperion.

• Maintain Field complexity models to help Stores Leadership and Executives make informed organization structure decisions.

• Develop and present variance to budget and forecast explanations to Store Finance Leadership, Stores Leadership, and Stores Executives at month-end, quarter-end, and year-end.

Corporate Fleet Program Management

• Review monthly invoices from corporate fleet vendors looking for irregular charges and unexpected fees incurred by participants in the program, coordinate corrections with vendor or with Accounts Payable on processing invoices for payment.

• Coordinate the quarterly copayment process with corporate fleet participants ensuring reported mileage is accurate and complete; calculate quarterly copayment by participant and send copayment information to payroll team for processing.

• Develop the annual budget and 5-year plan for corporate fleet fixed, variable and close-out expenses by participant; track monthly actuals to budget/forecast; book required journal entries, explain variances to budget at month-end, quarter-end, and year-end.

• Track monthly participant profitability and follow-up with participants whose mileage is less than the designated threshold; provide quarterly recommendations on who should be added or removed from the program based on historical miles driven.

• Act as a liaison between the corporate fleet vendor and program participants to manage the day-to-day decision-making on usage of car transports, fuel usage, mileage reporting, accident protocols, purchase of replacement vehicles for existing participants, purchase of new vehicles for new participants, sending older model vehicles to auction, enforcement of policy violations, DMV background checks, on-boarding new participants, placing vehicles in storage, etc.

Lead and provide support for other analysis and reporting as needed.

• Proactively engage with ad-hoc analysis, scenario analysis, and reporting requests as needed.

• Coordinate workplans with manager and Store Finance Leadership to ensure alignment on expectations, deliverable effectiveness, and accuracy of material before distributing to business partners

COMPETENCIES:

• Communicates Effectively

• Ensures Accountability & Execution

• Manages Work Processes

• Organizational Agility

• Collaboration

• Analysis and Judgement

• Leading by Example

• Plans, Aligns & Prioritizes

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:

• Bachelor's degree required (preferably in an analytical field such as Finance, Economics, Accounting, etc.)

• Strong candidates will have a minimum of 5 years post college experience with demonstrated success at increasing levels of responsibility

• Outstanding analytical ability - must have a data driven approach to solving problems. Requires strong quantitative skills, a good sense of how to dissect problems and a strong ability to "connect the dots" (e.g., understand how pieces of data interact with each other or how one finding should inform the result of another analysis)

• A clear understanding of basic financial concepts

• Excellent written and oral communication skills - must be able to clearly communicate results and implications of analysis in both verbal and written (PowerPoint) forms

• A detail-oriented approach to managing work processes

• Ability to build effective relationships with a wide variety of internal stakeholders, including Store Finance Leadership, Stores Leadership and Stores Executives. Must be able to listen, understand and communicate with multiple levels from peers to Executives

• Strong fundamental business technical skills - must be Excel and PowerPoint proficient and have an ability to learn new business process software applications (Hyperion, PeopleSoft)

• High comfort level working in ambiguous, rapidly changing environments and ability to manage multiple projects simultaneously

• Must be trustworthy with confidential data and other information

PHYSICAL REQUIREMENTS/ADA:

This role requires regular in-office presence, including attending in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback. However, this role can perform duties effectively using a combination of in-office and remote work. #LI-Hybrid

SUPERVISORY RESPONSIBILITIES:

N/A

DISCLAIMER

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities, and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented, and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.