Office Manager - Pascagoula, MS

Description

The Office Manager is responsible for overseeing the daily operations of a busy, fast paced office.

MAJOR RESPONSIBILITIES/ACTIVITIES:

• Supervise and assist administrative staff, oversee payroll, accounts payable, accounts receivable, and assist employees with HR inquiries.

• Audit invoices for contract compliance and accuracy, respond to and resolve customer inquiries, complaints and work order preparation in a timely, accurate and professional manner.

• Responsible for division Profit & Loss statements and division performance.

• Handle incoming phone calls, perform follow-up calls regarding customer inquiries, complaints and work orders to assure follow-through, completion and satisfaction.

• Acquire general knowledge about all company services provided to allow for proper handling of current and prospective customers.

• Cost tracking skills.

• Meet accuracy goals, handle multiple daily tasks.

• Project a knowledgeable, enthusiastic, positive behavior that encourages customer confidence and reflects the professional image desired by MISTRAS.

• Will need to work closely with the General Manager on various tasks and projects.

MINIMUM REQUIREMENTS:

• High School diploma or equivalent.

• Managerial and Accounting experience.

• Proficient with computers, Word, Excel and Outlook.

• Excellent leadership, communication, organizational, problem-solving, telephone, and follow-up skills.

• Demonstrate strong administrative skills with excellent judgment and problem resolution skills and ability.

• Excellent verbal communication skills.

• Successfully pass drug test.

• Clean driving record.

ESSENTIAL PHYSICAL FUNCTIONS:

• Frequent lifting up to 30 lbs.

This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

MISTRAS strives to provide a positive work environment that values excellence in safety and quality, free from discrimination and harassment. Every MISTRAS employee plays a part in our Company's success and making this a great place to work. We are committed to a work place where all employees are free to raise issues, concerns and questions for the improvement of our operations and work environment. Safety is the overriding priority in everything we do; all duties critical to safety, quality, and environmental protection are carried out in compliance with all requirements and with personal accountability.

Note to Applicants

Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.

Note to Rhode Island Applicants: The company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the states worker's compensation law.

Initial ( if applicable) Massachusetts Applicants: I understand that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Initial ( if applicable): Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

Equal Opportunity Employer/Veterans/Disabled

MISTRAS Group, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran

status and will not be discriminated against on the basis of disability.

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)