Our growing manufacturing / distribution client in the oil & gas industry with approximately 40M in sales is looking for a Controller for their accounting department. 

The Manufacturing Controller will be responsible for working across functions to establish accounting standards. In addition, the Manufacturing Controller will be responsible for full P&L responsibilities and the monthly financial package.

• Analysis and understand manufacturing location P&L swings. Including expense, absorption, variances, sale, and cost of sales. 
• Driving/leading plant cost roll and understanding the impact of manufacturing plant cost roll on product cost. Working with team to load appropriate data and establishing overhead rates in order to roll cost at least annually. 
• Support process improvements to improve efficiency and accuracy of group and the facilities you support. 

The Manufacturing Controller qualifications include:

• Degreed accountant (CPA/MBA/Public accounting experience a plus) 
• 5 to 7 years of experience with 1 to 2 years of supervisory experience preferably in the manufacturing industry with exposure to/through understanding of cost accounting and variance analysis 
• Basic understanding of cost variances
• QuickBooks Enterprise solutions software experience a plus 
• Advanced Excel skills a plus

http://www.bizjournals.com/houston/morning_call/2014/05/houston-is-adding-energy-jobs-faster-than-last.html?ana=e_hstn_rdup&s=newsletter&ed=2014-05-27&u=glKEt+uVA4SWk8BOTgN7pE+OY41&t=1401200622

http://www.inc.com/brent-gleeson/11-steps-to-achieving-impossible-goals.html?cid=sf01001

The loftiest goal I ever set in the early stages of my professional career was to become a Navy SEAL. Achieving that milestone gave me a new perspective and set the foundation for the rest of my life. Nothing seemed too far from my grasp.

The first six months of training, called Basis Underwater Demolition/SEAL, is designed to identify those not solely committed to the mission of becoming a Navy SEAL, separate them from the herd, and force them to quit. Unless you quickly identify what you personally need to be successful, you will fail. Here are 11 important tactics I learned during that journey that I use every day in the constant pursuit of personal and professional success.

1. Get the simple things right.

During training, Sunday was always depressing, because you knew the inevitable torture that Monday would bring. Monday was inspection day. To be successful as a SEAL, your attention to detail must be unwavering. So you start with the little things, like making your bed and cleaning the floors. I used to keep my bed impeccably made and sleep on top of the covers with a sleeping bag. If everything wasn’t perfect, you paid for it. And sometimes when it was perfect, you paid anyway. The lesson: If you can’t get the simple things right, you can’t expect to successfully tackle more daunting tasks.

2. Set both realistic and unrealistic goals.

Successful people are relentless goal setters. They break down larger milestones into smaller, more achievable tasks. One of the most unrealistic goals a SEAL candidate can set is completing Hell Week. You don’t sleep for a week. You run countless miles with boats, logs, and backpacks. You swim dozens of miles in the frigid ocean. You run the obstacle course daily and do more pushups and pull-ups than you can count. All while battling second-stage hypothermia, sores, and often fractures. Some students quit just minutes into Hell Week. You can’t allow yourself to imagine what the end will look like. So you make–and achieve–one small goal at a time and pray for the sun to come up the next day. A series of near-term realistic goals will help you get closer to your big audacious ones.

3. Work hard.

This one seems obvious, but many people underestimate the level of effort it takes to be successful and achieve aggressive goals. It astonishes me that some of the guys showing up to SEAL training put no real time or effort into preparation. If you don’t work hard preparing for potential success, you won’t change that behavior when things get really tough.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. 

Data Integrity: 

• Identify and implement policies and procedures that ensure the data entered and updated into the multiple software databases that support Company is complete and correct.
• On a daily basis monitor work performed by departmental personnel, monitor department metrics to ensure superior customer service and service level agreements are met.
• Develop standard work procedures for the department that can be used to train new employees.
• Direct and redirect team members in prioritizing of daily tasks.
• Review data input into software databases to ensure “data integrity” standards are being maintained as directed by management.
• Assist in and make recommendations regarding the direction of the department.
• Manage the Bulk Load process.
• Review processes/procedures and improve the current processes using Lean practices.
• Take a leadership role in system enhancements to ensure DI manual processes are automated. This includes participation in system changes and user acceptance testing.
• Gain system knowledge and become a subject matter expert (SME) and a power user.
• Develop routine review processes to ensure automated DI processes are working properly.
• Develop the vision for the DI department role as the current role is continually automated.
• Assist with Special projects as needed.
• Routine training of team members and assist with training internal customers, as needed.
• Review and approve department expenses.
• Evaluate and perform annual reviews for DI personnel.
• Travel to remote office locations as necessary.

Requirements:

• Bachelor’s degree preferred.
• 3+ years general work experience in areas such as Database and/or Systems Content Management.
• At least 1 to 2 years supervisory experience.
• Familiarity with variety of concepts, practices and procedures for the Sales and Servicing industry preferred.
• Proficiency in Microsoft Office Suite.
• Strong independent decision-making skills.
• Able to effectively supervise a team.
• Able to relate comfortably with all levels of employees, from line to senior management.
• Excellent organizational and time management skills.
• Ability to re prioritize and redirect both employees and work assignments often.
• Must be able to successfully pass all applicable background screening tests.
• Must have excellent communication skills, both written and oral.

http://www.bizjournals.com/houston/news/2014/05/16/houstons-unemployment-rate-below-5-for-first-time.html?ana=e_du_pub&s=article_du&ed=2014-05-16&u=glKEt+uVA4SWk8BOTgN7pE+OY41&t=1400274311

 

Houston’s unemployment rate plummeted to 4.6 percent in April — the area’s lowest rate since May 2008, the Texas Workforce Commission reported Friday.

That’s down from 5.2 percent in March and 5.9 percent in April 2013.

However, all metropolitan rates reported by the TWC are not adjusted for seasonal employment trends. For comparison, Texas recorded a 4.7 percent unemployment rate, not adjusted, which dropped from 5.3 percent in March and 6 percent a year ago.

When seasonally adjusted, the state’s unemployment rate was 5.2 percent in April, down from 5.5 percent in March and from 6.4 percent a year ago.

Both the state’s and the Houston area’s rates remain well below the national unemployment rate, which was 6.3 percent seasonally adjusted and 5.9 percent not adjusted.

Statewide, the McAllen-Edinburg-Mission MSA again had the highest unemployment rate at 8.6 percent, and the Midland area again had the lowest at 2.3 percent, not seasonally adjusted.

Overall, Texas added 64,100 seasonally adjusted jobs in April and 348,000 jobs since April 2013. Eight out of Texas’ 11 major industries added jobs in April, and they all added jobs year over year.

http://retheauditors.com/2009/03/18/why-bother-becoming-a-cpa-a-guest-post-from-roger-philipp/

 

By Francine • Mar 18th, 2009 • Category: Pure Content, Your Career
Roger Philipp, CPA, is a Deloitte alum and the founder, CEO, and instructor for Roger CPA Review, a CPA Exam prep course. Roger CPA Review supports re: The Auditors as our first sponsor. I asked him to tell us, in a time of uncertainty, why passing the CPA exam (or whatever certification exam is applicable in your country) is still a great investment.

(I’ll give you one good reason: No one can ever take that accomplishment away from you.)

To begin, we’ll just break down the question itself: Why bother becoming a CPA? The very nature of that question implies that the act of becoming a CPA is a “bother,” or an irritating chore. Why do we see it that way? Common obstacles to getting a CPA license include the difficulty and cost of taking the CPA Exam, itself.

Not surprisingly, these are the main reasons why only about half of accounting students choose to go on to become CPAs. However, neither of these reasons should be enough to hold you back from this exciting and lucrative career choice.

Difficulty: It’s Not As Hard As You Think
Candidates imagine the CPA Exam to be far more difficult than it actually is. That’s not to say that the exam is easy — far from it. In fact, according to the AICPA, only about 47% of candidates pass the CPA Exam. But it’s important to note that the main cause of the low pass rate can be directly attributed to inadequate studying. Furthermore, out of the students who continue their attempts to the CPA Exam, as many as 75% percent eventually pass. In short, with the right commitment and preparation, it can be done. As we at Roger like to say, the CPA Exam is not an IQ test – it’s a test of discipline! If you study, you will pass!

Cost: Earning Your CPA Makes Cents
For many, cost is the decisive factor when a person considers becoming a CPA. There’s no question about it: it’s an expensive proposition. The good news is that you don’t have to shoulder the full cost all at once. The costs arrive in stages, beginning with college tuition and ending with CPA license fees.

Additionally, your initial investment will pay off quickly. Once you are a licensed CPA, your entry level earning potential increases by as much as 15% over uncertified accounting professionals (2008 Robert Half Salary Guide). This gap can continue increasing over the course of your career, eventually adding as much as $11k-$18k more to your annual earnings.

According to a recent report by the Institute of Management Accountants, the average CPA earns $131,726 per year before extra compensation while non-CPAs only earn $98,912. This is a difference of 32,814 or 28.5% higher.
To reinforce the point, let’s perform a cost/benefit analysis of becoming a CPA.

Cost:
Bachelors Degree with 150 hours (in most states)
300-400 hours preparing for the CPA Exam
CPA Exam Fees (more than $1,000 in some states, more if retesting is required)
CPA review course costs ($1,600 – $2,500 depending on course)
Licensure fees (more than $1,000 in some states)

Totals:
Time commitment: 450-550 hours
Financial commitment: $4500 or more, depending on exam success and state fees.

Benefit:
Increased earning potential of up to $18,000 per year. Duration: grows annually
Potential employers perceive CPA’s to be disciplined and committed. Duration: entire career
Potential for advancement opportunities and management or partnership. Duration: entire career
Personal growth and development. Duration: life
Business opportunities not available to uncertified accountants, such as financial consultancy, signing audit opinions, working for the FBI, or providing independent accounting services to the public.

Totals:
As much as $720,000 (assuming a 40 year career, with an 18k of increased annual income)
Inestimable value of other benefits

Many accountants currently working with firms will tell you that they’re driven to take the CPA exam by the prospect for promotions. Because most firms won’t promote uncertified accountants past the managerial level, your ‘promote-ability’ skyrockets once you’ve become a licensed CPA. Of course, with promotions come even more salary increases and bonuses.

As you can see, becoming a CPA enhances your earning potential and upward mobility over the course of your entire career. The question shouldn’t be whether you can afford to become a CPA, but rather can you afford not to?

 

Interesting article, but I must say my favorite candidates to place are entry level ones! I don’t get to place a ton of them, but I do have clients that hire directly out of college and they utilize me to find them the top graduating talent. 

http://www.linkedin.com/today/post/article/20140514132158-52594-are-you-headhunter-material-or-not?trk=eml-ced-b-art-M-2-7914099181455774709&midToken=AQEmfseMAjvmzg&fromEmail=fromEmail&ut=2EdDsJ3H1t56g1

Position Duties
• Review and approve Balance sheet Account Reconciliation Forms prepared by locations in Excel
• Reconcile building, vehicle, and equipment leases between ProLease and Oracle
• Prepare revaluation JEs to bring IC Balance Sheet accounts to current translation rate
• Prepare IC revenue elimination JEs
• Prepare the Consolidated TB Roll-forward for corporate use
• Prepare IC Balance Sheet trial balance in pivot table format for corporate management’s use
• Reconcile IC invoices between the AR and AP sub-ledgers in Oracle
• Reconcile IC local statutory activity and balances against Oracle
• Help locations correct invoices entered into AGIS erroneously
• Open and close transaction types in AGIS for each period
• Reconcile AGIS activity to the GL
• Calculate interest on IC notes
• Prepare IC balance confirmations for locations
• Implement a netting process for ICs that have balances, which net to zero

Qualifications:
• Bachelor degree in Accounting, CPA preferred but not required
• 3-5 years of experience
• Advanced Excel user

https://www.linkedin.com/today/post/article/20140512122551-20017018-a-resume-will-never-get-you-the-job-you-really-want?trk=eml-ced-b-art-M-2-8001154777858896322&midToken=AQEmfseMAjvmzg&fromEmail=fromEmail&ut=0X2v3nikV02mg1

 

You send in your resume. You include a hopefully eye-catching cover letter. You ask someone to put in a good word for you.

Then you wait. And wait. And don’t get the job.

Why? You didn’t put in the work.

There are many things you can’t control about the job seeking process. Cumbersome application systems, automated filters that identify keywords instead of talent, lazy hiring managers content to simply find round pegs for round holes, people who make the biggest hiring mistake of all….

But there is one thing you can control: the amount of work you put in.

If you’re struggling to land the job you want, don’t complain. Don’t blame others. Sure, the system often sucks — so accept it sucks and then figure out how to beat it. Commit to doing more. Commit to doing what other candidates aren’t willing to do. That’s how you stand out. That’s how you get the job you really want.

Try this:

1. Determine the company you want to work for.

Obvious, right? Not really. Many job seekers play the numbers game and respond to as many job postings as possible.

Shotgun resume submissions results in hiring managers sifting through dozens of potential candidates to find the right person. (Good luck emerging from that particular pile.) To show the hiring manager you are the right candidate, you have to do the work.

Instead of shotgunning your resume, put in the time to determine a company you definitely want to work for, and then…

2. Really know the company.

Pretend I’m the hiring manager. “I would love to work for you,” you say to me. What I actually hear is, “I would love for you to pay me.”

You can’t possibly know if you want to work for my company unless you know a lot about my company; that’s the difference between just wanting a job and wanting an actual role in a business. Talk to friends, relatives, vendors, customers… anyone you can find. Check management and employees out on social media. When you know the people, you know the company. Learn as much as you can.

Then leverage what you learn and…

3. Figure out how you will hit the ground running.

Many companies see training as a necessary evil. Training takes time, money, effort… all of which are in short supply. An ideal new hire can be productive immediately, at least in part.

While you don’t need to be able to do everything required in the job, it helps if the company can see an immediate return on their hiring investment. (Remember, hiring you is an investment that needs to generate a return.)

Identify one or two important things you can contribute from day one. Then…

4. Don’t just tell. Show.

Put what you can offer on display. If you’re a programmer, mock up a new application. If you want a sales position, create a plan for how you’ll target a new market or customer base or describe how you will implement marketing strategies the business is currently not using.

A show and tell is your chance to prove you know the company and what you can offer. Your initiative will be impressive and you’ll go a long way towards overcoming concerns that you’re all talk and no action.

Is it fair you’re doing a little work on spec? Should you have to create a mockup or plan in order to get the job? Not really and probably not… but doing so will definitely set you apart.

Never let “fair” — when the only person “disadvantaged” is you — get in the way of achieving your goals.

5. Use a referral as a reinforcement.

Business is all about relationships. We’ve all made made bad hiring decisions, so a referral from someone we trust is like gold.

You may have to dig deep into your network or even forge new connections, but the effort will be worth it.

Knowing that someone we trust is willing to vouch for you is a data point that often tips the decision scale towards giving you an interview… and even giving you the job.

6. Be the one who knocks.

You don’t have to wait to be called for an interview. You don’t have to wait for an opening to be posted; after all, you’ve identified ways you can immediately help the company you want to work for. Wrangle an introduction, meet with someone who can actually influence the hiring decision, and pitch away.

Think it won’t work? It will — as long as you show the person you contact how they will also benefit. Say, “I really want to work for your company. I know you’re in charge of social media marketing and I’ve developed a data-driven way to analyze activities, ROI, brand awareness… I’d love to take you to lunch and show you. If you hate my ideas, at least you got a free lunch. If you love them, you learned something. What do you have to lose?”

A friend of mine who runs a tech company has hired four people in the last six months who approached him in a similar fashion. He’s a go-getter; he loves hiring go-getters. And he loves when they find him.

Just make sure you go straight to describing how the company will benefit from hiring you. Say, “Your website is good but it could be a lot better. Here are changes I will make in the first month and here is how those changes will improve conversions and SEO results. And here’s a mock-up I created of a new site design.”

Approach them right and people will pay attention — especially entrepreneurs and small businesses. I don’t know any smart people who won’t drop everything to learn how to improve their business.

7. Assert yourself.

Many people are poor interviewers. That’s especially true for small business owners; many are terrible interviewers. (As a friend of mine says, “I don’t work in HR. I run a business.”)

So be direct and to the point. Explain what you can do. Describe your background. Don’t talk about what the job will mean to you; talk about how the company will benefit from hiring you. Show you know working for their company is different (every company thinks they’re different) and how you’re excited by the challenge. Sell yourself: use what you know about the company and how you will make an impact to back up your pitch.

8. Ask for the job.

Most people don’t mind being closed. Plus a decision put off until tomorrow is a decision added to the to-do list; no one wants more on their plates.

If you truly know you want the job — and you should by this point — ask for it. You have nothing to lose and everything to gain. Who knows: if you’ve worked hard to truly set yourself apart, you might get hired on the spot.

I know what you’re thinking: That’s too much work to put in, especially if there’s no guarantee your extra effort will result in a job.

Flip it around. Doing what everyone else does is very unlikely to result in a job. Decide you will be different — and then work hard to actually be different. Then you will stand out. Then you’ll have a much better chance of landing the job you really want.

http://fivethirtyeight.com/features/what-baby-boomers-retirement-means-for-the-u-s-economy/

Sr Accountant Inventory
Description
Responsible for completion and maintenance of general ledgers activity related to inventory accounting
Reconciliation of general ledger accounts and variance analysis at month end
Prepare audit support for external audit of year-end financial statements
Provide analysis and explanations for unusual items in general ledger accounts and resolve/correct those items
independently
Be able to participate in interpreting and applying accounting policy and regulations in related area
Maintains and protects operations by keeping financial information confidential
Maintains professional and technical knowledge by attending internal/external educational workshops; reviewing
professional publications; establishing personal networks; participating in professional societies
Contributes to team effort and atmosphere by accomplishing related results as needed
The ability to perform a variety of complicated tasks relying on experience, judgment, and research to plan and
accomplishes goals
Express a wide degree of creativity and responsibility
Required to learn company policies, procedures, and safety rules
Duties may change and employees may be required to perform other duties as assigned.

Qualifications
Bachelor’s degree in Accounting
At least 3 – 5 years of experience in the field or a related area
Excel experience required
Word Processing experience required
Proficient people skills – dealing with vendors and dept. support calls
Excellent communication skills required
Speaking accurately and clearly
Level of hearing adequate to communicate on the telephone

Functional Tasks:
• AP/AR
• Job Costing
• Bank reconciliations
• Will learn payroll eventually

Requirements:
• Bachelor’s degree, plus 5 years experience
• QuickBooks
• Basic Excel
• Team player! Self Motivated! Thinks outside of the box! Fresh Ideas!

Primary Responsibilities
• Assist in revenue recognition and preparation of monthly global consolidation / reporting packages
• Review of contract variances and details with Divisional Vice Presidents and Controllers
• Preparation of required audit documentation and serve as a contact for Internal/External Audit coordination
• Assist in preparation of SEC filings (10Q, 10K)
• Design and develop contract analytic suite-integrate output into business intelligence
• Assist with projects as needed
• Ensure compliance with local, state, and federal budgetary reporting requirements
• Maintain account reconciliations for job cost accounts
• Maintain SharePoint site data
• Perform follow-up on Sarbanes-Oxley (SOX) Compliance

Position Qualifications, Requirements &Preferences
• Bachelor’s Degree in Accounting, Finance or Business Required
• 4-9 years public accounting experience or public/private mix Required
• Must be detail oriented and capable of understanding/reviewing a broad range of topics
• Understanding of percentage of completion (POC) accounting
• MAcc or MBA preferred
• CPA preferred
• Must have thorough understanding of US GAAP
• Must have understanding of SEC filing requirements
• MS Office Required
• Must be able to problem solve, and be a results-oriented, highly motivated self-starter
• Experience with JD Edwards general ledger package preferred

http://www.bizjournals.com/houston/morning_call/2014/05/houston-a-top-city-for-jobs-this-year-forbes-says.html?ana=e_hstn_rdup&s=newsletter&ed=2014-05-05&u=glKEt+uVA4SWk8BOTgN7pE+OY41&t=1399297670