Warranty Coordinator evaluates, writes, and fills work orders and warranty claims. Coordinates warranty information and establishes policy settlements for equipment out of warranty. Being a Warranty Coordinator requires a high school diploma or equivalent. Typically reports to a supervisor or manager. The Warranty Coordinator works under moderate supervision. Gaining or has attained full proficiency in a specific area of discipline. To be a Warranty Coordinator typically requires 1-3 years of related experience. (Copyright 2024 Salary.com)
Do you love detail and accuracy? Do you enjoy working in a team environment? Are you a person that wants to ensure things are done right? If you answered yes, we want to hear from you! Pape’ is seeking a new team member to join the accounting team at our corporate office in Eugene, OR.
At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!
WHAT YOU’LL DO:
As our Accounting MAR / Warranty Coordinator, you will be responsible for managing the manufacturer’s accounts receivables and warranty subledger for the Pape’ operating companies. You will ensure all credits and refunds from vendors are processed timely, reconcile subledger accounts to the general ledger monthly, and collaborate with our branches to ensure that proper procedures are understood and followed. You’ll also create and maintain reports for our managers, and take on special projects as assigned to assist the department.
WHAT YOU NEED:
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)