Accounting Manager Job Description Template 2025

Use this Accounting Manager job description to publish a compliant, copy-ready posting with clear duties, measurable KPIs, and pay-transparency language. Built around GAAP/SOX expectations, modern ERP/close tools, and real hiring criteria, it helps you post in minutes and hire with confidence.

Copy-and-Paste Accounting Manager Job Description Template

Job Summary

The Accounting Manager safeguards financial integrity by owning the month-end close, maintaining a clean general ledger, and leading the team to deliver accurate, timely reporting.

This role enforces GAAP, strengthens internal controls, and partners cross-functionally to support audits and business decisions. It operates in line with SOX-lite/SOX standards where applicable.

Success is measured by close cycle time, reconciliation accuracy, audit outcomes, and on-time filings. If you run a multi-entity, revenue-recognizing, or SOX environment, this role is your operational accounting anchor and control owner.

Key Responsibilities

• Own the month/quarter/year-end close and deliver timely, accurate financial statements.
• Manage general ledger, journal entries, reconciliations, and variance analysis.
• Oversee AP/AR, credit/collections, and cash management; monitor DSO/DPO.
• Maintain and improve internal controls; document processes (e.g., narratives/flowcharts).
• Lead external audits and reviews; prepare PBC and respond to auditor requests.
• Ensure compliance with GAAP (and IFRS where applicable) and company policies.
• Manage payroll accounting, benefits accruals, and balance-sheet schedules.
• Support revenue recognition, deferred revenue, and contract accounting (ASC 606) as needed.
• Guide inventory/cost accounting, standard cost updates, and COGS analysis where relevant.
• Drive continuous improvement and automation (e.g., close checklists, RPA, templates).
• Partner with FP&A on forecasts, budgets, and variance commentary.
• Manage, coach, and develop accounting staff; set goals and review performance.

Required Qualifications & Skills

Must-have:

• Bachelor’s in Accounting or Finance; deep knowledge of US GAAP.
• 5+ years of progressive accounting experience, including close ownership.
• Experience leading/supervising accountants in a multi-entity or complex environment.
• Proficiency with an ERP (e.g., NetSuite, SAP, Oracle, Sage Intacct, Microsoft Dynamics).
• Advanced Excel (lookups, pivots, SUMIFS), reconciliation rigor, and documentation discipline.

Nice-to-have:

• CPA or equivalent; public accounting or audit coordination experience.
• SOX/internal controls experience (Section 302/404) and policy writing.
• Industry-specific experience (SaaS/ASC 606, manufacturing/costing, nonprofit/fund).

Reporting Line, Team, and Tools

This role typically reports to the Controller or Director of Accounting and manages 2–8 accountants/clerks depending on company size.

Tools you’ll use include an ERP, close management (e.g., FloQast/BlackLine/Workiva), payroll (e.g., ADP/Paylocity/Workday), and BI (e.g., Power BI/Tableau). These ensure consistency, auditability, and timely reporting.

KPIs & Success Metrics

• Close cycle time: Target X business days to close (e.g., 5–7 for mid-market).
• Reconciliation completion and accuracy: 100% high-risk accounts by Day X; zero unreconciled aged items.
• Audit outcomes: On-time, minimal findings; timely remediation of any deficiencies.
• Reporting timeliness: Financial package delivered by agreed deadlines with actionable variance commentary.
• Compliance: 100% on-time filings (tax, 1099, sales/use, statutory).
• Working capital: Improved DSO/DPO trend; reduced unapplied cash and aged AR/AP exceptions.
• Process improvement: Documented control enhancements and measurable automation wins.

Compensation & Benefits (Pay Transparency Ready)

Base salary range (US, national): $110,000–$150,000 base, target 10–15% annual bonus; equity may be offered for growth-stage companies. Final offer is based on location, relevant experience, skills, and internal equity to comply with pay-transparency and internal equity standards.

Pay-transparency microcopy: We list ranges to comply with state and city laws (e.g., CA, CO, NY, WA). Actual compensation varies by geo-differentials and role scope; candidates are welcome to request the range for their location during the process.

Benefits:

• Medical, dental, vision; 401(k) with match
• Paid time off plus company holidays; paid parental leave
• Professional development (CPE/CPA support), technology stipend
• Flexible work policy (see below)

Work Location & Schedule

We support remote, hybrid, or on-site based on team needs.

Period-end close and audits may require extended hours. The team aligns time zones to ensure coverage for Day 0–Day 7 activities. Core hours are in [Time Zone], with occasional on-site meetings if hybrid.

Remote/hybrid microcopy: Please note any location restrictions, time-zone expectations, and in-office days (e.g., 2–3 days/week) to align with month-end and audit timelines.

EEO & Accessibility Statement

We are an equal opportunity employer and value diversity. We do not discriminate on the basis of race, color, religion, national origin, age, sex, sexual orientation, gender identity, disability, veteran status, or any legally protected status.

We provide reasonable accommodations during the application and interview process. To request an accommodation, contact [email/phone].

What Does an Accounting Manager Do? (Clear Definition)

An Accounting Manager leads the day-to-day accounting function—closing the books, maintaining controls, and delivering compliant financial statements leadership can trust. They bridge transactional accounting and financial reporting, partnering with FP&A and auditors to meet GAAP and internal policy requirements.

In practice, they shorten the close, cut errors, and strengthen audit readiness so the business can move faster.

Typical work includes:

• Managing GL, reconciliations, and consolidated reporting
• Overseeing AP/AR, cash, and payroll accounting
• Enforcing GAAP, SOX-lite/SOX controls, and policies
• Coordinating audits and external reporting with auditors/tax advisors
• Implementing process improvements and automation to scale

How the Role Differs From Related Titles

Accounting Manager vs Controller

The Controller owns the entire accounting function and control environment, while the Accounting Manager runs the daily operations and people management beneath that umbrella.

If you need strategic policy ownership, treasury, and audit sign-off, hire a Controller. If you need operational excellence in the close and reconciliations, hire an Accounting Manager.

Decision checklist:

1. Need strategic policy ownership, treasury, and audit sign-off? Hire a Controller.
2. Need to mature month-end, reconciliations, and team leadership? Hire an Accounting Manager.
3. Running SOX/public-company controls? Controller plus Accounting Manager is typical.

Accounting Manager vs Finance Manager

An Accounting Manager focuses on historical accuracy, close, and compliance. A Finance Manager (FP&A) focuses on forecasting, budgeting, and decision support.

If you need board-ready variance analysis and driver-based planning, hire FP&A. If you need a faster, cleaner close and audit-ready books, hire accounting.

Accounting Manager vs Senior Accountant

A Senior Accountant executes complex accounting tasks and may lead parts of the close. An Accounting Manager sets process, manages staff, assigns work, and owns outcomes.

In short, the manager is accountable for people leadership, internal controls, and end-to-end results.

Duties by Company Size and Industry (Customize Your JD)

SMB vs Mid-Market vs Enterprise

• SMB: Broader hands-on scope (AP/AR, payroll accounting, sales tax); lighter controls; QuickBooks/Sage stack common.
• Mid-Market: Multi-entity consolidations, ASC 606/IFRS nuances, formal close cadence, NetSuite/Intacct/Dynamics common.
• Enterprise: SOX controls, complex consolidations, intercompany, shared services; SAP/Oracle with BlackLine/Workiva.

SaaS/Technology

• Revenue recognition (ASC 606), deferred revenue, and contract modifications.
• KPI alignment with ARR/MRR, gross margin, and billings.
• Usage-based pricing, commissions amortization (ASC 340), and multi-element arrangements.

Manufacturing

• Inventory valuation, standard costing, overhead absorption, and variance analysis.
• BOM/routing integrity, cycle counts, and PPV/MPV tracking.
• Cost roll-ups and margin analysis by product/plant.

Nonprofit/Government

• Fund/grant accounting, restricted vs unrestricted net assets.
• Grant billing, compliance reporting (e.g., Uniform Guidance/Single Audit).
• Donor restrictions, program vs admin allocation, and stewardship reporting.

Required Qualifications and Skills (Must-Haves vs Nice-to-Haves)

Hiring managers should separate baseline requirements from differentiators to speed sourcing and ensure compliance. Must-haves cover close leadership, GAAP expertise, and team management; nice-to-haves reflect industry or controls depth.

Must-haves:

• Proven month-end close leadership and cross-functional communication.
• Strong GAAP knowledge; precise reconciliations and documentation.
• Team leadership: coaching, prioritization, and review skills.

Nice-to-haves:

• CPA or public accounting background; SOX controls design/testing.
• Industry-specific expertise (ASC 606, cost accounting, fund accounting).
• Systems leadership (ERP implementations, close automation, BI adoption).

CPA guidance:

• Required: Public companies/SOX, heavily regulated industries, external reporting ownership.
• Preferred: Mid-market private companies, PE-backed, audit-heavy environments.
• Optional: Very small SMBs where managerial experience outweighs credentialing.

Tech Stack Expectations

Listing your stack signals scale and compliance expectations while widening your funnel with “or equivalent.”

• Core ERPs: QuickBooks (SMB), NetSuite, Sage Intacct, Microsoft Dynamics 365, SAP S/4HANA, Oracle Cloud.
• Close/controls: FloQast, BlackLine, Workiva; documentation in Confluence/SharePoint; RPA/automation tools (Alteryx, Power Automate).
• Payroll/HRIS: ADP, Paylocity, Paycom, Workday.
• BI/reporting: Power BI, Tableau, Google Looker Studio.
• Excel: Advanced formulas, pivots, Power Query; comfort with CSVs/APIs and data hygiene.

Tip: List the tools you use plus “or equivalent” to widen the candidate pool.

Salary & Total Compensation Benchmarks (2025)

Market context: Accounting Manager base pay varies by company size, complexity, and location. Nationally, many employers land in low-six-figure bases with bonus eligibility, and higher bands for SOX, multi-entity, or high-cost metros.

Typical ranges (illustrative; validate locally):

• SMB/private: $95,000–$125,000 base
• Mid-market/PE-backed: $110,000–$150,000 base
• Enterprise/SOX/public: $130,000–$170,000 base
• Bonus: 10–20% target; equity common in venture-backed/growth companies

Sources to consult and cite in your posting: BLS Occupational Employment data, Robert Half Salary Guide, Glassdoor, Levels.fyi, and Payscale. Adjust ±10–25% for geo-differentials and role scope.

Example compliant salary text:

• “The base salary range for this role is $120,000–$150,000. The exact offer will depend on location, skills, experience, and internal equity. This role is bonus-eligible and may include equity.”
• “For candidates in New York City, the base salary range is $130,000–$160,000. For candidates in Colorado and Washington, the range is $120,000–$150,000.”

Total compensation components:

• Base salary + annual bonus
• Equity (options/RSUs) for growth-stage and public companies
• 401(k) match, insurance, PTO, paid leave, and professional development (CPE)

Interview Guide: Screening Criteria, Questions, and Case Exercises

Resume Screen & Red Flags

What to look for:

• Led full month-end close; clear timeline and deliverables
• Managed staff and reviews; experience with your ERP and relevant industry
• Audit coordination; control documentation and remediation

Red flags:

• Only transactional processing; no close ownership
• Vague “support” of audits without specifics
• Short tenures with no process improvements or measurable impact

Behavioral & Technical Questions

Behavioral:

• “Tell me about a time you shortened the close. What changed and by how much?” Strong: specifics, baseline-to-target days, tools, controls. Weak: generic teamwork with no metrics.
• “Describe a tough audit finding and how you remediated it.” Strong: root cause, control design, testing; Weak: blames auditors, no follow-through.

Technical:

• “Walk me through revenue recognition for a 12-month SaaS contract with implementation fees.” Look for ASC 606 allocation, SSP, timing, and deferral.
• “How do you reconcile inventory and analyze variances?” Expect standard cost concepts, PPV/MPV, cycle counts, and root-cause analysis.

Case/Practical Exercise

Provide a 60–90 minute take-home or live exercise to assess close leadership and controls thinking.

Use a scenario such as: you inherit a 10-day close with recurring late reconciliations and aged reconciling items—deliver a 30-60-90 plan to get to 6 days and clean high-risk accounts.

Scoring rubric (1–5 each):

• Close planning: checklist, responsibility matrix, and timeline
• Controls and documentation: evidence and sign-offs
• Data quality: approach to aged items and materiality thresholds
• Automation: practical use of templates/close tools
• Communication: cross-functional alignment and risk reporting

When to Hire an Accounting Manager (Decision Framework)

1. You need faster, error-free closes and audit readiness within 6–7 days.
2. Your team lacks a people leader to standardize reconciliations, reviews, and policies.
3. Complexity rose (multi-entity, new revenue models, inventory, SOX-lite).
4. Your Controller is spread thin on strategy/treasury and needs operational leadership.

Alternative: If scope is narrow and budget tight, pair a strong Senior Accountant with a fractional Controller. Then upgrade to an Accounting Manager as volume/complexity grows.

Frequently Asked Questions

Is a CPA required for an Accounting Manager?

Not always. It’s commonly required in public/SOX environments or when the role owns external reporting and complex accounting policies.

In private mid-market companies, CPA is strongly preferred. In SMBs, deep close leadership can outweigh the credential.

How many direct reports does an Accounting Manager typically have?

• SMB: 1–3 staff (often cross-functional coverage)
• Mid-market: 3–6 staff split by function (GL, AP, AR, payroll)
• Enterprise: 5–8+ staff, sometimes with supervisors/leads by sub-function

What are typical KPIs for an Accounting Manager?

Close days, reconciliation accuracy/completeness, audit findings/remediation, on-time filings, DSO/DPO trends, and progress on process automation. See the KPIs section for examples and targets aligned to GAAP and internal control quality.

Which ERP/tools should we require?

List your stack plus equivalents: NetSuite/Sage Intacct/Dynamics (ERP), FloQast/BlackLine/Workiva (close/controls), ADP/Paylocity/Workday (payroll), Power BI/Tableau (BI), and advanced Excel. Requiring “or equivalent” broadens your candidate pool and reduces bias.

What salary range is competitive in my state/city?

Use national bands, then adjust for metro (e.g., 10–25% higher in SF/NY/Seattle). Cite a reputable source (BLS, Robert Half, Glassdoor, Payscale) and include compliant pay-transparency wording for CA/CO/NY/WA.

Related Roles and Variations

Senior Accounting Manager

Leads multiple accounting teams or complex domains (revenue, consolidations), partners closely with the Controller, and often owns major projects (ERP rollout, SOX readiness). This title suits scaling companies with deeper technical accounting and control needs.

Assistant Accounting Manager

Front-line lead who supervises daily tasks, reviews reconciliations, and steps in for the Accounting Manager; ideal for growing teams and succession planning. Use when scope is expanding but headcount or budget is still maturing.

AP/AR Manager

Specializes in payments or receivables operations, credit/collections, and cash application. This role partners with the Accounting Manager to improve working capital and process controls, especially DSO/DPO performance.

How to use this guide: Copy the template, insert your size/industry specifics, add KPIs and salary ranges aligned to your location, and publish confidently with GAAP/controls expectations and interview criteria baked in.

This standardization improves candidate quality, accelerates hiring, and supports pay-transparency compliance.