What are the responsibilities and job description for the Price Book Supervisor position at Monster Energy?
The Price Book Supervisor is responsible for the integrity and accuracy of all Price Book information loaded into the systems used by MEC. This role will manage Price Book Specialist.
Essential Job Functions:
- Maintain Price Package Plans
- Audit Frontline Pricing, Distributor Co-Ops and provide quarterly reports to internal audit and Deloitte
- Apply critical thinking and problem-solving skills to business problems and turn data analysis into a consumable story and recommendation.
- Maintains an understanding of business processes, supporting data, applications, and strategic direction across all shared services teams.
- Work closely with department managers to understand the needs of the business from an analytic and reporting perspective.
- Plan and schedule weekly meetings with department management team to discuss projects and provide timelines as well as recommendations.
- Develop, coach, and provide guidance to Price Book Specialist.
- Ensure team has the tools, training, and insights to make holistic, timely, and fact-based decisions
Position Requirements:
- Bachelor’s Degree preferably in Business, or Finance
- Business English usage, spelling, grammar and punctuation.
- Good understanding of costs and margins.
- Communicating clearly and concisely, both orally and in writing.
- Ability to read, write and understand documentation in English.
- Providing excellent customers service with both internal and external customers.
- High degree of accuracy and attention to detail.
- Possess advanced Microsoft Office skills, including advanced Excel skills
- Able to manipulate large amounts of non-standard data using Excel into a standard format
- Advanced time management and analytical skills with problem solving skills
- Establish and maintaining cooperative working relationships with others.
- Ability to work in group dynamics.
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)
