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Job Description SUMMARY: The Accounts Receivable Manager is responsible for overseeing and ensuring accurate and efficient A/R activity. This role will manage a team of professionals, establish and enforce policies and procedures, and maintain positive relationships with clients and internal business partners. The Accounts Receivable Manager plays a crucial role in maintaining the financial health of the organization by optimizing cash flow and revenue. This person will report directly to the Accounts Receivable Director. ESSENTIAL FUNCTIONS: Reasonable accommodation may be made to enable individuals with disabilities to perform the essential duties.

• Oversee day-to-day operations of Accounts Receivable to ensure tasks and deliverables are completed accurately and timely
• Support and maintain departmental best practices, policies, and standardized workflows through continuous improvement initiatives
• Monitor key departmental metrics and enterprise benchmarks to measure performance including, but not limited to DSO and CECL allowances, in alignment with overall Stride goals and objectives
• Supervise and coach staff, providing regular feedback and performance reviews
• Assign tasks and monitor team performance to ensure efficiency and productivity
• Ensure billing activity is booked to the correct revenue accounts and is recognized properly in accordance with revenue recognition policy
• Adhere to SOX controls and effectively respond and work with internal/external auditors
• Regularly review and update internal controls and processes to align with changing business conditions and SOX requirements, identifying potential issues for proactive remediation
• Facilitate and maintain productive inter-departmental relationships through collaborative communication and regular meetings
• Review, provide guidance, and approve team General Ledger reconciliations, journal entries, accruals, and other month end deliverables

Supervisory Responsibilities: Directly supervises 3 Full-time Equivalent (FTE) regular employees and/or contractors. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems MINIMUM REQUIRED QUALIFICATIONS:

• Bachelor's degree AND
• 5+ years of Accounts Receivable and Billing experience OR
• Equivalent combination of education and experience

Certificates and Licenses: None required OTHER REQUIRED QUALIFICATIONS:

• Highly ethical professional with strong business acumen
• Ability to be exacting, thorough and attentive to detail, while still meeting deadlines
• Prior exposure to SOX controls and the ability to quickly and appropriately respond to external Auditor inquiries
• Ability to quickly and appropriately respond to external Auditor inquiries
• Strong team working and communication skills
• Experience using Merchant card transactions, eCommerce, ERP systems (Netsuite preferred), and CRM platforms (Salesforce preferred)
• Advanced Excel skills
• Ability to clear the required background check

DESIRED QUALIFICATIONS:

• Keen understanding of order to cash processes, upstream and downstream considerations, and leading practices in these areas to identify and drive process improvements
• Ability to think strategically and connect the end-to-end process to the strategy of the business

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This position is virtual and open to residents of the 50 s ates, D.C. COMPENSATION & BENEFITS: Stride, Inc. considers a person's education, experience, and qualifications, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee's salary level. Salaries will differ based on these factors, the position's level and expected contribution, and the employee's benefits elections. Offers will typically be in the bottom half of the range. We anticipate the salary range to be $93,134.25 - $169,096.80. Eligible employees may receive a bonus. This salary is not guaranteed, as an individual's compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off. Job Type Regular The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer. Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law. 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)