The role you're interested in...The Sr. Revenue Accounting Analyst reports to one of three Revenue Accounting Managers who lead peer teams. This role owns gross-to-net actuals, including customer accruals, deductions, and variances to forecast. The Sr. Analyst oversees a portfolio of key customers that roll up to a Sales Strategic Business Unit (SBU) and provides end-to-end customer management encompassing (1) Gross-to-net (GTN) financial analysis, (2) Trade Promotion & Supply Chain deduction resolution, and (3) coordination of business process outsourcing (BPO) to Brokers, and (4) key projects. The emphasis of this role is on GTN analytics that support the Sales and Finance organizations.
As a Sr. member of the team, they are the primary backup for the SBU Manager. They model excellent performance and good energy according to our company values, and they demonstrate leadership and ability to mentor peers and foster high morale
The work environment...We are a dynamic, HYBRID workplace, with an expectation that all employees come into the office Tuesday through Thursday. We are very intentional about connecting in person for things like innovation, impromptu collaboration, having respectful challenges to get to better decisions, leadership role-modeling and culture building. Great work cultures are built on stories about what great looks like in practice, and great stories during virtual meetings just don't happen.
The expected pay scale for this role is $85,000 to $95,000 which may wary based on relevant experience, qualifications, geographic area (if applicable) and internal equity for the role.
At the beginning of 2026, we moved into our massive modern 133,000 square foot headquarters in Emeryville, California, complete with spacious personal workspaces, gym with rock-climbing wall, a café, free onsite parking, tons of greenery, and many transportation options.
You're excited about this opportunity because your time will be filled with...Trade Management Accounting: 35% of your time- Primary resource for trade-spend expertise, research, and insights with focus on key accounts.
- Leverages a deep understanding of customer account plans and target trade rates to analyze customer P&Ls and explain trade performance resulting from deduction activity
- Provides analytical support to Finance, including inputs to the financial forecast, explanations for actual vs. forecast variances (PVM), risks and opportunities, and post-event analysis.
- Presents monthly results to Sales executives (customer deduction aging, P&Ls, and revenue leakage risks, etc.)
- Conducts customer account reviews with Sales to evaluate customer or channel performance and resolve trade promotion management issues. Make recommendations to improve trade tactics and prevent overspend.
- Meets weekly with Sales partners to resolve issues, obtain approvals or decisions, and follow up on action items
Trade & Deductions Management: 20% of your time- Researches and resolves customer deductions for trade promotions and supply-chain claims
- Maintains open deduction balance at <$50K over 60 days from transaction date (excludes invalid charges)
- Identifies & codes deductions to ensure correct P&L classification (advertising, fees, scans, etc.)
- Analyzes & explains customer P&Ls to demonstrate trends and evaluate adherence to PNC policies, terms of sale, and trade promotion budget. Actively offers insights and recommendations as a key partner to Sales and Finance.
- Drives root-cause analysis and resolution of revenue leakage, including invalid trade and supply chain deductions, to aggressively reduce loss and increase paybacks.
Business Process Outsourcing (BPO): 10% of your time- Coordinates administrative work outsourced to Broker team of analysts
- Delegates coding and resolution of high-volume deductions for shortages, unsaleables, logistics fines, etc.
- Tracks progress and audits work performed by BPO team to ensure KPIs for accuracy & turnaround are met
- Escalates issues, bottlenecks, or performance breakdowns to Manager. Can also serve as a point of escalation for Jr. Analysts.
Accounting Close Cycle: 15% of your time- Actively participates in the Accounting close cycle which is fast-paced and deadline driven
- Analyzes AR aging for their portfolio of customers and provides the status of aged balances by customer. Highlights actionable issues for Sales collaboration
- Reviews and confirms accruals for Trade Promotions for each customer
- Analyzes actual spend vs. forecast at brand, customer, and promotion levels, including rate, mix, & volume impact
- Responsible for analysis, justification, and presentation of monthly results to VP Controller & Sr. Director
Team Projects: 20% of your time- Leads and champions Revenue Accounting team projects
What are we looking for?Education:
o BA/BS degree or equivalent experience required in Accounting, Finance, Economics, or Business Administration
Experience:
- 2+ years' experience in CPG trade promotions or Retail, preferably in food & beverage
- Comprehensive knowledge of accounting principles and financial analysis
- Experience with major ERPs and trade promotion management systems a plus
- Advanced Excel requisite. Desired: forecasting applications, Tableau, SQL, or any BI tool.
- Superior presentation and communication skills to support cross-functional work
- Desire to be a part of a team working in a rapidly-growing, fast-paced, success-focused environment
Skills and mindset:
1. Challenge and play to win
2. Adaptability
3. Drive & own results
4. Philosophy that we are better together
5. Growth mindset
So, if after reading through this long list you're thinking-I'm not sure I meet 100% of these requirements, should I still apply? YES-if you embody a growth mindset, see challenges as opportunities to develop, and find innovative ways to get the real work that matters done, you sound like our kind of candidate!
You will thrive here and may just do the best work of your life if...- You want to be an integral part of shaping and nurturing an amazing work culture.
- You can be flexible in your approach to people challenges and abandon past practices if they don't make sense or would lead to a poor outcome.
- You enjoy making people-centric decisions and finding ways to say 'yes' as often as possible to impactful and important priorities for the business or team.
- You are comfortable being natural, casual, open, and even a bit playful at work.
- You don't have a big ego.
- You like to get sh...I mean stuff done.
- You can do periods of focused, deep work on projects that drive the needle.
This may not be your ideal next career move if...- You like hierarchy, command and control management.
- You want to build lots of processes, systems, governance, or policies.
- Dealing with ambiguity or experimentation is not your jam.
- You like managing from behind your computer and demonstrating excellence through email.
You tend to chase whatever shiny object presents itself during the day instead of real results.
Here's the deal with our not-so-standard, um...standard interview process because we know you are the curious type, which is why you're still reading this...- Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have
- Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you-and who wants that, right?):
- A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don't do panel interviews because they don't give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we're probing different capabilities)
- A case study or job task to simulate what you'd actually be doing in the role might be included (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don't have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops.
- Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid groupthink with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big decision. If you nailed the interviews and the case study was brilliant, guess what? The offer is all yours! And the ball is in your court. Will you accept? We sure hope so, because this place is the real deal, and don't just believe us-just ask the 91% of our people who said this is a great place to work in our most recent employee survey.
