Sr Analyst-Payable Strategy

POSITION OVERVIEW :
Plans and executes payment strategy development and detailed outstanding accounts receivable analytics of moderate to high complexity.

ESSENTIAL FUNCTIONS :

• Plans and executes organizational strategies and programs.
• Applies extensive knowledge of tools to perform system analysis as well as thorough analysis of business inquiry, navigating systems and processes for root cause.
• Understands and extracts data from internal sources and methods for data extraction efficiencies. Comply with all applicable laws/regulations, as well as company policies/procedures.
• Perform other duties as required.

Disclaimer : This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, essential functions and qualifications required of employees assigned to the job.

QUALIFICATIONS :

• Bachelor's degree/equivalent in a quantitative discipline such as mathematics, statistics, computer science, engineering, operations research, economics, finance, accounting or other quantitative area of business.
• Three (3) years' experience directly related to analytical/quantitative business processing, systems development, or operations research.
• Demonstrated experience with accounts payable and payment management, financial analysis, and computer modeling.
• Strong human relations, communications, organizational, and analytical skills.
• Excellent verbal and written communication skills including presentation skills.

JOB CONDITIONS :
Some travel required

EST FedEx Freight, IncFedEx Freight is an Equal Opportunity Employer, including disabled and veterans. If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please e-mail at FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.