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Senior Peoplesoft Financial Analyst
Posted by Gitika More

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Bangalore, Bengaluru (Bangalore)


5 - 10 years


{{500000 / ('' == 'MONTH' ? 12 : 100000) | number}} - {{1100000 / ('' == 'MONTH' ? 12 : 100000) | number}} {{'' == 'MONTH' ? '/mo' : 'lpa'}}


General ledger
Asset Management
Financial Modules

Job description

Senior PeopleSoft Financial Analyst Time Inc. is one of the largest branded media companies in the world reaching more than 130 million people globally each month across multiple platforms with influential brands such as Time, People, Sports Illustrated, InStyle, Real Simple, Travel + Leisure, Food & Wine and Wallpaper. Time Inc. is home to celebrated events and franchises including the Fortune 500, Time 100, People's Most Beautiful, Sports Illustrated Sportsman of the Year, Essence Festival in New Orleans and the Food & Wine Classic in Aspen. Time Inc. is seeking an Advertising Sales Support Analyst to join our team of publishing finance professionals. The Advertising Sales Support Analyst will be responsible for configuration and testing into specific areas of our PeopleSoft Financial and CRM system, Customer Administration and assisting with BOSS Training and Support. BOSS is the Back Office Sales Support system and is used to capture Print orders. The Central Finance group is seeking a PeopleSoft Functional Analysis to leverage and expand the use of PeopleSoft General Ledger modules for the Finance community at Time Inc. In addition to what is described below, candidate must also be highly collaborative, solutions-oriented, and client-focused, possess strong communication (written and verbal) skills and have sufficient technical aptitude to work effectively with our Information Technology Department. Job Requirements • 4+ years of functional experience and knowledge of PeopleSoft General Ledger 8.8 or higher • Understanding of General Accounting Practices and Controls • Understanding of SOX Controls within a corporate environment • Self motivator – able to work under strict time frame with minimal supervision • Detailed knowledge of PeopleSoft General Ledger • Proficient in using Microsoft Excel 2007 – Complex Macros, Pivot Tables, Complex Formulas • Bachelor’s degree in Accounting, MBA in Finance arena or relevant experience Job Responsibilities Oversee functional support of PeopleSoft v 9.1 General Ledger modules  PeopleSoft G/L Monthly Close procedures  Journal Processing  Maintain PeopleSoft Multi- Currency processing  Configuration of chartfields and Business Units  P/S Query and nVision reporting  Year – End close process  Allocation - Develop and Maintain  Tree Maintenance (Creation / Maintaining)  Project Costing  Asset Management a plus  Coordinate production fixes/updates with Information Technology Dept  Ability to review and analyze information and present to Senior Manager  Problem Solver - ability to troubleshoot complex issues  Support International transactions processed thru General Ledger  Evaluate impact of acquisitions/divestitures  Analyze workflow for process improvements  Partner with the Controllers Group and Financial Reporting to set project priorities  Provide End user Training  Maintain and Update the General Ledger Procedures  Special projects for VP Assistant Controller & VP Finance Shift Timings: 6 PM to 3 AM (EST Support Mandatory) Holidays: Candidate applying for this job needs to follow US Holiday Calendar and Job requires working on Indian Holidays.

About Time Inc. India

Time Inc. is one of the largest branded media companies in the world reaching more than 130 million people each month across multiple platforms.






51-250 employees


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Senior Analyst

Founded 1923
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Location icon
Bangalore, Bengaluru (Bangalore)
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5 - 9 years
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5 - 10 lacs/annum

Time Analytic & Shared Services Private Limited Internal Job Transfer (IJP) Definition: A transfer is defined as “a change in job” where the new job is substantially equal to the old in terms of status and responsibilities. It can be a lateral or vertical shift causing movement of individuals from one position to another which may or may not involve any marked change in duties responsibilities, skills needed or compensation. Purpose Time Analytic & Shared Services Private Limited is committed to providing career development opportunities for all employees in order to improve both individual career opportunities and business capability. To enable this strategy it is essential that employees have the opportunity to transfer from one department to another in an efficient and consistent manner. This policy is intended to ensure a transparent and common procedure that both encourages employees to develop their career within Time Analytic & Shared Services Private Limited and ensure that the other departments are aware of the progress of internal applications during the recruitment process. This policy outlines the procedure to be followed by HR departments, line managers and employees, when employees wish to be considered for an internal vacancy in other departments within Time Analytic & Shared Services Private Limited. It outlines the protocol to be used during the initial contact, interview process, offer of employment and eventual transfer. Objective It is important that employees of Time Analytic & Shared Services Private Limited should foremost see the opportunity to develop their careers within, and not outside Time Analytic & Shared Services Private Limited. They shall not be disadvantaged by applying for vacancies elsewhere in the organization. Preference for filling vacancies should be given to internal candidates where feasible. The objective and benefits of this policy are to: • Support departments by introducing a consistent, transparent and open process. • Create a process that encourages our employees to develop their careers across the organization. • Ensure that all stakeholders involved in inter-company recruitment are kept informed appropriately. Time Analytic & Shared Services Private Limited • Make it clear that poor recruitment practices are not acceptable. • Have an established policy for resolving disputes between departments. Topics you will find on this page • Eligibility • Procedure for inter-departmental recruitment and transfer • Recruitment Process • Responsibilities Eligibility This policy is eligible to full-time employees, whose tenure with Time Analytic & Shared Services Private Limited is not less than 18 months in the current position they hold. Procedure for Inter-Departmental Recruitment and Transfer Time Analytic & Shared Services Private Limited is committed to encouraging employee development and career progression. Where an employee wishes to explore or apply for vacancies within the organization, the following working procedures should be followed. Advertising of vacancies: Hiring Managers / Recruiters, as appropriate, will inform on the IJP requisition. The Recruitment Lead will advertise the vacancies across the organization through Workday and IJP Mailers. Application Process: Where an applicant from another team/department is being considered for a vacancy in another team/department, the process should be carried out in an open and transparent way that ensures all involved parties are informed of what is happening at each stage of the process. If an employee wishes to discuss a vacancy informally with the recruiting Line Manager for the purpose of establishing suitability, this discussion can take place confidentially between the potential candidate and the recruiting line manager. An informal discussion is defined as either an email exchange or telephone conversation, not a face to face meeting. The Recruiter would check the eligibility of the employee applied with the HRBP and approval from the reporting manager. Based on approvals received schedule Assessments & Technical interviews. Time Analytic & Shared Services Private Limited Recruitment Process: If an employee wishes to formally apply for a vacancy, the employee must inform their Line Manager. The employee must also inform their Line Manager of the details of any interviews. All parties should respond to this development in a positive and supportive way. Following the interview should the recruiting line manager choose not to proceed they should advise either the candidate directly or via their HR department. The recruiting line manager should be prepared, to provide constructive feedback with HR to the unsuccessful candidate. Offers of employment may see uplift in an internal applicant’s benefits package depending upon the potential role, levels of seniority, responsibilities and market conditions. It is not acceptable to make significant improvements in package for similar levels of roles where this can lead to internal wage inflation. Employees should be released from their current position within a reasonable timeframe that balances the business needs of both the outgoing and incoming team/department. The confirmation of release date should be shared by the reporting manager (no later than a month). Please Note: To ensure and open and transparent recruitment process is carried out, all the communication mailers are to be shared with the hiring manager and the employee short-listed marking HRBP. Responsibilities Recruitment Lead / Line Manager / Recruiter • Ensure overall adherence to this policy • Advertise vacancies through the appropriate channels • Inform appropriate HR colleagues of the progress of internal applications • Arrange interviews and assist with selection • Make offers of employment • Resolve questions /issues with respect to any offer of employment • Induct employee into their business HRBP (supplying team / department) • Ensure overall adherence to this policy • Inform appropriate Line Managers of the progress of internal applications • Provide current package details and a reference when requested • Facilitate a start date in the event of transfer Time Analytic & Shared Services Private Limited Reporting Manager (supplying team / department) • Give honest appraisal of employee • Coach employee in career choice • If employee accepts an internal transfer, agree a reasonable transfer date Employees • Review vacancies and apply in required method • Have informal discussions by phone/email with recruiting manager if required to assess suitability • Advise own line manager of wish to formally apply and keep informed of progress during the application • Agree transfer date with current and new team / department

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