Junior Accounts Associate

The Junior Accounts Associate is an entry-level finance role responsible for supporting the daily processing of financial transactions across the accounts receivable, and payable functions.

Junior Accounts Associate

POSITION OVERVIEW

The Junior Accounts Associate is an entry-level finance role responsible for supporting the daily processing of financial transactions across the accounts receivable and payable functions. This role is designed for candidates who are building their foundational accounting competencies and are committed to developing mastery in core areas including debit and credit classification, journal entry preparation, and financial documentation. The Associate works under close supervision and is expected. We are a teaching and coaching organization, if you have strong grasp of the fundamental concepts of accounting, curious, methodical, intrinsically driven, and embody a positive view of life and your potential we will work with you.

FOUNDATIONAL COMPETENCY REQUIREMENTS

This role requires a working understanding of core accounting principles. You are expected to demonstrate competence in the following areas before taking on unsupervised processing responsibilities:

Debit & Credit Classification

• Correctly identify whether a transaction requires a debit or credit entry
• Understand the impact of each entry on the relevant account type (asset, liability, revenue, expense, equity)
• Apply the double-entry principle consistently — every transaction affects at least two accounts
• Escalate to supervisor immediately if the correct classification is unclear

Journal Entry Preparation

• Prepare accurate journal entries for standard transactions (sales, receipts, payments, adjustments)
• Ensure all journal entries are complete: date, account codes, debit amount, credit amount, and narration
• Verify that debits equal credits before submitting any entry for review
• Understand the difference between a journal entry and a posted transaction in Sage 300

Account Coding & GL Awareness

• Assign transactions to the correct General Ledger account based on the chart of accounts
• Do not assign funds to accounts based on assumption — confirm with supervisor when uncertain
• Recognise common coding errors and flag them before they are processed

CORE RESPONSIBILITIES

Accounts Receivable — Support Functions

• Collect, collate, and verify customer payments from banking channels on a daily basis
• Maintain payment documentation including cheques, debit/credit payment advices, and transfer records
• Process daily uploads of invoices to accounts receivable systems under supervisor oversight
• Generate and distribute customer statements as directed
• Assist with management of customer accounts including new setup and amendments

Accounts Payable — Support Functions

• Prepare payment vouchers and enter into the accounting system for supervisor review before posting
• Assist in maintaining accounts payable records and supporting the aging report process
• Process local payables with attention to correct account coding and payment terms
• Reconcile supplier accounts monthly with supervisor guidance

Invoice & Billing — Support Functions

• Generate, print, and distribute invoices from head office and branch locations (e.g., Nuwell) as directed
• Create debit and credit notes as required, following authorisation and approval protocols
• Prepare customer quotations with accurate pricing under manager direction

Financial Transaction Processing

• Record all financial transactions (expenses, revenue, receipts) accurately and on time
• All transactions must be entered by the 7th day of the following month
• Perform daily cash account support tasks and assist with bank deposit verification

Administrative & Filing

• Maintain organised accounting filing systems and ensure proper documentation retention
• Support petty cash reconciliation process
• Respond to vendor and customer inquiries professionally and in a timely manner

REQUIRED QUALIFICATIONS

Education & Certification

• Bachelor's degree in Accounting, Finance, or related field; OR currently enrolled in ACCA, CAT, or equivalent professional programme
• Demonstrated understanding of double-entry bookkeeping and basic financial statements
• Sage 300 familiarity is an asset; training will be provided

Experience

• 0–2 years of experience in an accounting or finance support role
• Exposure to accounts receivable or payable functions preferred
• Internship or practicum experience in a finance environment is acceptable

Technical Skills

• Working knowledge of debit and credit rules and journal entry preparation
• Proficiency in Microsoft Excel (basic to intermediate level)
• Familiarity with accounting software — Sage 300 experience is an asset
• Basic understanding of VAT and NIS requirements in Trinidad & Tobago

Core Competencies

• Attention to detail and accuracy — this is non-negotiable in a finance role
• Willingness to ask questions and escalate uncertainty rather than guess
• Ability to follow structured processes and compliance protocols
• Professional communication with vendors, customers, and internal teams
• Commitment to learning and continuous improvement

Respect for confidentiality and data security standards

Our Culture

1. The No A-hole Rule

Talent does not excuse behaviour. Intelligence does not excuse disrespect. Results do not excuse how you treat people. We do not make exceptions to this — not for high performers, not for long-tenured staff, not for anyone. If you cannot operate with basic decency toward the people around you, this is not the place for you.

2. We Do Not Play Politics 

We have no appetite for hidden agendas, positioning, or the quiet games people play to protect themselves at the expense of others. We have built something relatively free of that, and we guard it deliberately. If you are someone who thrives in political environments, you will find this culture uncomfortable. 

3. Human Potential Is Not Something We Waste

We believe people are capable of far more than most organisations ask of them. We start from that premise. Before we conclude that someone cannot do something, we ask whether we have given them the right environment, the right tools, and the right expectation. Wasting human potential is one of the most expensive things an organisation can do  and we take it seriously.

4. Growth Is Necessary. Unpleasantness Is Not.

We will push you. Standards here are real and the bar moves as you improve. But there is a difference between a demanding environment and an unpleasant one. Difficulty in the work is expected. Discomfort in the culture is not acceptable. You should be stretched not diminished.

5. We Are Looking for Good People, Not Just Good Conditions

A person focused on finding the right work environment is asking what the organisation will give them. We are looking for something different — people who bring goodness with them and seek to add more of it wherever they go. The question we ask of every person here is not "are you satisfied?" but "are you contributing something worth being part of?"

6. What Cannot Be Said Face to Face Should Not Be Said at All

We do not operate in shadows. If something needs to be addressed, it is addressed — directly, respectfully, and with the person involved present. Complaints that circulate without ever reaching the person who can act on them help no one and corrode everything. We address, we improve, we move forward.

7. We Are an Open Culture, Not a Safe One

Safety, as many organisations define it, means that nothing uncomfortable is ever said. That is not us. Feedback here is direct. It is honest. It is delivered with respect and with a single purpose — to help you improve and be a better worker and hopefully a better human being.

8. The Individual Does Not Win If the Team Loses

Individual performance that comes at the expense of the team is not performance we value. We do not celebrate personal victories built on collective failure. If the system around you is struggling and you are thriving in isolation, something has gone wrong. We win together or we examine why we did not.

9. Commitment and Initiative Are Not Roles You Play

You cannot put on commitment like a uniform and take it off at the end of the day. You either are someone who takes ownership — who sees what needs doing and does it, who cares about outcomes and not just tasks — or you are not. We are not looking for people to perform those qualities. We are looking for people who are built from them.