Project Accountant jobs in Idaho

Primary Function

The Project Accountant is responsible for supporting project delivery through managing and reporting of financial performance in accordance with policies. Key areas of responsibility include cost accounting, billing, estimating/forecasting and cash flow analysis. This position provides enhanced support to regional or program Project Managers and/or Management teams, representing the Finance function day-to-day. As project size, complexity and/or risk increases, higher technical and analytical accounting skill levels will be demonstrated.

Primary Duties

• Assist Project Managers with setup, maintenance and close-out of projects in accounting software.
• Interprets contract commercial terms and ensures that they are built into project setups and controls.
• Review & coordinate verification of incurred costs including time, expenses and subconsultants.
• Prepare accurate and timely billings to clients and facilitate Project Manager review of billed and unbilled charges.
• Assist Project Managers with analysis of project budget and financial issues and variances; engage in financial review team meetings.
• Review and submit comments for monthly revenue generation and quarterly revenue forecast.
• Assist Project Managers with A/R collections as required.
• Assist with Project financial software training as needed.
• Support management with project analysis and data collection as needed.

Education and Experience Requirements

• Bachelor's or Master’s degree in accounting, finance or equivalent work experience.
• 6-8 years of relative work history.
• Experience with advanced computer software for project management (Deltek preferred.)
• Customer satisfaction oriented with a positive and collaborative approach to work.
• Experience working independently, take initiative, set priorities, to solve complex problems and see projects to completion.
• Excellent written and verbal communication skills.
• Proficient in Microsoft Excel.

Why Ardurra?

While Ardurra offers competitive compensation and rich benefits programs, it is our culture that truly sets us apart from our peers. We nurture a family-like culture, striving to create a work environment that is enjoyable, challenging and rewarding but also fun. We are acutely focused on developing our staff, whether through our internal Ardurra Academy or through our industry-leading Leadership program. We have made a deliberate and focused commitment to nurture a people-centric culture where people are: valued as individuals; supported in their professional and career development with multiple, varied career paths; provided the tools and resources to be successful, engaged, and satisfied in their work; and positive benefits, time-off programs, and flexibility to help maintain a healthy balance between work and home.
Ardurra is an Equal Opportunity/ Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, gender identity or sexual orientation.

NOTICE TO THIRD PARTY AGENCIES:

Ardurra does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Agency Agreement, Ardurra will not consider or agree to payment of any referral compensation or recruiter fee. If a resume or candidate is submitted to any hiring manager without a previously signed agreement, Ardurra reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. These candidates will be considered property of Ardurra. We’re not currently looking to add any more agencies to our list of approved vendors, so please do not contact any of our managers or recruitment team with sales calls or details of your candidates.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)