Cash Application Coordinator

Job Description The Cash Applications Coordinator is responsible for processing customer payments via checks, wire transfers, and ACH/ EDI payments, as well as reviewing accounts for miscellaneous cash adjustments as needed. The coordinator will report to the Credit Manager and will be expected to work independently. The coordinator is also responsible for establishing chargebacks to be processed by Deduction Team in the Blacksmith dispute management system. Review daily open cash report and apply payments to customer accounts. Create chargebacks on accounts as required to properly reflect the customers’ remittance advice detail. Review A/R history to research open and unresolved customer account issues. Process daily adjustments to A/R to offset deductions and credits, write-off items to cash discounts or sales allowances and to offset other A/R items as requested. Work with the Credit and the Deduction team regarding existing and new EFT accounts. Make necessary adjustments to customer accounts for splitting or adjusting chargebacks as requested by the Deduction Team. Validate that all payments received have been recorded in the correct accounting period for both US & Canada. Research duplicate payments, obtain approval and submit any overpayment refund to Accounts Payable for processing. Other projects as requested by management to support the A/R and Cash Application function. Balance Cash Received in AR to Bank daily and resolve any differences with Corporate Accounting. Provide back‑up as requested by Internal and External Audit. Work directly with auditors to answer any questions they have on back‑up provided or cash application process. Work directly with Stratas IT to resolve any issues with file receipt and posting. Perform chargeback reinstatements when needed. Manage and resolve open cash report. Provide explanations for all open amounts at month‑end. Qualifications Education: High School Diploma. Some college or business education or experience required. Related Experience: Three to five years’ experience in Accounts Receivable, Credit or Cash Application required. Equipment/Software Skills: Strong PC skills including the use of Microsoft Outlook, Word, and Excel. Familiarity with INFOR M3 software would be a plus. Strong analytical skills, to effectively review complex situations and properly adjust customer accounts. Effective communication skills – written and oral, to articulate and summarize issues. Strong team player to work effectively with Stratas colleagues. Strong mathematical skills to calculate and compute complex situations to determine adjustment amounts. Problem solving skills, with the ability to work independently in most circumstances to analyze accounts. Additional Information Physical: Typical activities may include prolonged periods of sitting or standing, using a computer, and occasional movement within the workplace. May require lifting or moving items up to 25 pounds. Sensory: Requires clear verbal and written communication skills to interact effectively with team members and others. Active listening and attention to detail are essential. Mental/Reasoning: Must be able to prioritize tasks, manage time effectively, and adapt to changing demands. Requires strong organizational skills, dependability, and the ability to work independently or as part of a team. Must demonstrate sound judgment, professionalism, and discretion. Stratas Foods is an equal opportunity employer and will not discriminate against any applicant or employee in any manner prohibited by law, including but not limited to, on the basis of race or color, religion, gender, age, genetic information, national origin/ancestry, mental or physical disability, family status/marital status, military/veteran status, and any other legally protected status. Pay Transparency Nondiscrimination Provision-The Employer 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 Employer’s legal duty to furnish information. 41 CFR 60-1.35(c) #J-18808-Ljbffr