Job Description:
Triumph Group

Position

We have an exciting opportunity for a Junior Cost Accountant, to join our West Hartford, CT Team. The Junior Cost Accountant will obtain a foundation within our growing company and learn more about the role of internal cost accountant. Candidate should be a problem solver while having a basic understanding of accounting concepts. In this role, the Junior Cost Accountant shall support the business with internal controls and follow process to maintain systems integrity.

Responsibilities

Essential Duties and Responsibilities: The Junior Cost Accountant would be responsible for the items below in both the West Hartford and Windsor locations:

•Producing reliable and accurate reports to support Operations and communicate internal financial metrics.
•Maintaining item master integrity and ensuring standard costing accuracy.
•Monitoring variance accounts and creating related reports.
•Supporting various continuous improvement projects throughout the year.
•Learning to reconcile inventory accounts and identify reconciling items.
•Understanding reserve changes and related impacts to the financial statements.
•Supporting cycle counts and annual physical inventory.
•Transferring labor and monitoring indirect work orders to help support accurate time charging.
•Monitoring system errors and researching the cause to help correct current and prevent future errors.

Qualifications

Required Knowledge, Skills & Abilities: The Junior Cost Accountant position is one to support the growth of the employee while also meeting the needs of the business. Candidates should have the following skills to be considered for the position:

•Bachelor's degree in Accounting.
•Strong previous employment history.
•Experience with Excel and awareness of ERP system capabilities.
•Excellent communication skills.
•Ability to work under pressure and meet deadlines.
•Must be a problem solver and team player.

Benefits

Comprehensive medical, dental and vision coverage with plan options that provide flexibility and choice (including telehealth options)
•Healthcare spending accounts
•Paid parental leave
•Paid/flexible time off in addition to paid company holidays
•401(k) with company match
•Employee Stock Purchase Plan
•Disability and life insurance
•Incentives and performance-based rewards
•Exciting growth and development opportunities empowered by our TRIUMPH Transformation and an entrepreneurial environment that encourages innovation and creativity

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

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).

PI255410981

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