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Pos Inventory Control Coordinator
Company | Monster Energy |
Address | , Rialto, 92377, Ca |
Employment type | FULL_TIME |
Salary | $20 an hour |
Expires | 2023-06-26 |
Posted at | 1 year ago |
POS Inventory Control Coordinator will be responsible for the daily maintenance and accuracy of data contained within SAP, expected to perform audit analysis of POS inventory and 3 PL inventory reports for US and LATAM.
Essential Job Functions:
- Special Projects as assigned.
- Assist with AP issues, corrections, and address MRBR reports.
- Coordinating the POS Tracking email box
- Coordinating the month end reports and working with inventory coordinators.
- Ensuring that all inquiries are answered within 24 hrs
- Ensure all inventory is depleted correctly and maintain inventory reports logs.
- Assist with Inventory adjustments and Purchase order corrections.
- Ensuring backup is attached to all ROG MAT DOCS.
- Effective communication skills and demonstrate the ability to take initiative, multitask and prioritize.
- Must streamline and implement more efficient ways to help inventory.
- Preform audit for POS inventory plants
- Summarizing the daily issues to Director for assistance.
Position Requirements:
- Extremely organized and detail-oriented
- Ability to handle information and to stay on task.
- Proficient in Microsoft Office programs: Word, Excel, Access, Power Point, SAP is favorable.
- Ability to grow, motivate and lead teams is essential
- Ability to work in a fast-paced team environment and flexibility to accommodate demanding projects
- Strong interpersonal and communication skills (listening, written and oral) with the ability to work effectively with a wide range of other departments.
- Self-starter that can question / challenge information being given, identifies gaps and areas for improvements
- Self-managed priority setting in a highly dynamic environment.
Salary Range: $ 20.00 per hour
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)
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