Manager, Accounting Operations (Travel & Expense)

We need to output HTML fragment with sections: h3 headings for sections present: About the role? Actually the posting includes Company Description, then description of role. We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to preserve all substantive info, remove boilerplate (cookie/navigation/legal/EEO etc). Also we must include a section only when posting has real specific content for it. So we need to decide which sections to include. We have content: Company Description (maybe "About the role"? Actually "Company Description" is about the company, not role. Could be "About the role" but we have description of role after that. The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can create sections: About the role (maybe combine company description and role overview), Responsibilities (list of duties), Qualifications (list), Skills (maybe separate?), Benefits (maybe not present?), Pay (we have salary ranges), Schedule (maybe hybrid work model details). Also we have "Key Responsibilities" with subsections; we can put under Responsibilities. We need to use

• for any list of duties/requirements/benefits, and

  for prose. We must not include headings with filler text. So we need to ensure each section has substantive content. Let's extract: Company Description: Guardant Health is a leading precision oncology company... (paragraph). This is substantive. Role overview: "This role requires a proactive leader..." etc. Could be part of About the role. Responsibilities: Many bullet points under "Key Responsibilities" with subheadings: Leadership & Operations, Regulatory Compliance, Concur Systems Ownership, Policy Governance & Execution, Travel Program Development, Corporate Card Management, Reporting & Insights, Accounting & Month-end Close. Also "What Success Looks Like" maybe part of responsibilities or separate? Could be considered as outcomes; but we can include under Responsibilities as a list. We need to format as

  • . For each responsibility item, we can create list items. Might be long but okay. Qualifications: list of qualifications: "7+ years...", "2+ years...", "Strong understanding...", "Hands-on expertise...", "Experience with Workday...", "Strong cross-functional...", "Excellent analytical...", "Bachelor’s degree...", "Advanced degree...", "AI & Digital Fluency". Also maybe "Hybrid Work Model" is schedule. Skills: maybe we can extract skills from qualifications: but we could have a Skills section summarizing: SAP Concur expertise, Workday, CRM, analytical, project management, process improvement, cross-functional collaboration, communication, AI fluency. But we need to ensure we don't invent. We can pull from qualifications: "Strong understanding of Stark Law...", "Hands-on expertise with SAP Concur...", "Experience with Workday and CRM systems...", "Strong cross-functional collaboration and communication skills.", "Excellent analytical, project management, and process improvement capabilities." Those could be skills. Benefits: Not explicitly listed; there is mention of benefits not included in salary range but no details. So we should not create Benefits section because no specific content. Pay: we have salary ranges: Primary Location Base Pay Range: $135,300 - $186,050; Other US Location(s) Base Pay Range: $115,005 - $158,143; Colorado range: $121,770 - $167,445. Also note that range does not include benefits etc. So we can include Pay section with that info. Schedule: Hybrid Work Model details: required onsite Mondays, Tuesdays, Thursdays for those within 50 miles; description of hybrid model. So we can include Schedule section. We also have other info like physical requirements, accommodations, background screening, EEO etc. Those are boilerplate/legal; we should remove. We must not include duplicated lines. Now produce HTML fragment:

    About the role

    Company Description: Guardant Health is a leading precision oncology company focused on guarding wellness and giving every person more time free from cancer. Founded in 2012, Guardant® is transforming patient care and accelerating new cancer therapies by providing critical insights into what drives disease through its advanced blood and tissue tests, real-world data and AI analytics. Guardant tests help improve outcomes across all stages of care, including screening to find cancer early, monitoring for recurrence in early-stage cancer, and treatment selection for patients with advanced cancer.

    This role requires a proactive leader who brings both operational discipline and a continuous improvement mindset. As the internal SME for Concur, you will lead enhancements, integrations (including Workday and CRM systems), and process automation, while ensuring a compliant and user-friendly T&E experience. You will also play a key role in launching a formalized travel program and managing our corporate card operations. You’ll collaborate regularly with Legal, Compliance, Accounting, Commercial, and IT teams, and provide consistent and transparent reporting to senior leadership. Reporting to the Assistant Director, Accounting Operations (AP and T&E), and based in our Palo Alto office, this role will support the Financial Reporting and Corporate Accounting team’s objective of timely month-end close and accurate, compliant expense reporting in alignment with internal controls and external regulations.

    Then Responsibilities:

    Responsibilities

    • Lead and develop a high-performing T&E team, including an offshore team.
    • Establish operational excellence through strong processes, controls, and stakeholder support.
    • Develop scalable operational processes to support rapid organizational growth while maintaining compliance and service quality.
    • Establish, monitor, and report on key performance indicators (KPIs) related to expense processing timelines, policy compliance, employee satisfaction, corporate card delinquency, and operational efficiency.
    • Ensure full compliance with Stark Law and other applicable healthcare regulations governing spend on HCPs (healthcare professionals); partner closely with Compliance and Legal teams to ensure all processes align with industry standards.
    • Serve as the SAP Concur SME, responsible for platform administration, configuration, workflow automation, reporting, integrations, and continuous system optimization.
    • Manage key integrations and future platform capabilities (including Workday, CRM platforms such as Salesforce and Veeva, and travel-related solutions) to ensure accurate reporting, compliance and financial reconciliation.
    • Drive enhancements that increase automation, accuracy, and scalability of T&E processes.
    • Maintain and enforce global T&E policies in alignment with internal controls and compliance requirements; monitor adherence, identify trends in policy violations, and lead corrective action plans.
    • Design and implement a global travel program, including travel management company (TMC) selection, vendor governance, traveler safety protocols, preferred supplier programs, and travel policy administration; align travel tools and booking solutions to enhance visibility, compliance, and traveler satisfaction.
    • Manage relationships with card providers and support ongoing program optimization; produce monthly past-due reporting and collaborate with department leaders for timely resolution.
    • Use data insights to propose and implement cost control or efficiency strategies using existing KPI dashboards.
    • Partner with Accounting and Finance teams to support month-end and quarter-end close activities; review and prepare employee expense reimbursements and travel transaction related journal entries; prepare reconciliations and related flux analysis for T&E accounts in the general ledger and investigate and resolve reconciling items in a timely manner.
    • Support internal and external audit requests related to travel and expense transactions and controls.
    Maybe also include "What Success Looks Like" as part of responsibilities? Could be separate but we can incorporate as list items under Responsibilities or as separate section "Success Metrics". But we only have headings list; we could add a section "What Success Looks Like" but not in the given examples; but we could treat as part of Responsibilities. However we have to avoid creating sections without content. We could add a subsection but not needed. Qualifications:

    Qualifications

    • 7+ years of progressive experience in T&E operations, compliance, financial systems, or related operational leadership roles.
    • 2+ years of people leadership experience.
    • Strong understanding of Stark Law, Sunshine Act, and HCP-related compliance in a regulated industry preferred.
    • Hands-on expertise with SAP Concur (configuration, reporting, integrations, automation) required.
    • Experience with Workday and CRM systems (Salesforce or Veeva preferred).
    • Strong cross-functional collaboration and communication skills.
    • Excellent analytical, project management, and process improvement capabilities.
    • Bachelor’s degree in Finance, Business Administration, or a related field.
    • Advanced degree or certification (CPA, MBA) preferred.
    • AI & Digital Fluency: demonstrate curiosity, sound judgment, and the ability to critically evaluate and responsibly leverage AI-enabled tools in accordance with company policies, ethical standards, and regulatory requirements to improve the efficiency, effectiveness, and quality of work.
    Skills: Could be separate but we might combine with Qualifications. However we have a separate Skills heading allowed. We could extract skills: SAP Concur expertise, Workday, CRM (Salesforce/Veeva), analytical, project management, process improvement, cross-functional collaboration, communication, AI fluency, understanding of Stark Law etc. But that duplicates qualifications. To avoid duplication, maybe we omit Skills section and keep Qualifications only. The instruction says we can use those headings but not required. Prefer few substantive sections over many thin ones. So we can omit Skills. Pay:

    Pay

    Primary Location (Palo Alto, CA) Base Pay Range: $135,300 - $186,050.

    Other US Location(s) Base Pay Range: $115,005 - $158,143.

    If the role is performed in Colorado, the pay range is: $121,770 - $167,445.

    Note: This range does not include benefits, bonus, commission, or equity.

    Schedule:

    Schedule

    Hybrid Work Model: For employees within 50 miles of a Guardant facility, required onsite days are Mondays, Tuesdays, and Thursdays; remaining days are work‑from‑home. The model is designed to provide flexibility for better work‑life balance while keeping teams connected.

    We should also maybe include location: Palo Alto office. Could be in About the role. We must not include boilerplate like EEO, accommodations, background screening, etc. Now ensure we didn't miss any substantive info: The description of "What Success Looks Like" includes bullet points: High employee satisfaction with T&E support. Timely expense reimbursement and corporate card administration. Strong compliance with travel, expense, and HCP spend policies. Successful internal and external audit outcomes. Accurate and timely month-end close support. Effective management of offshore operations and service levels. Reduced travel spend through data-driven policy improvements. Continuous improvement and automation within Concur. We could incorporate these as part of Responsibilities or as a separate section "Success Metrics". Since we have no heading for that in the list, but we could add a section "What Success Looks Like" as an h3? The instruction says use h3 for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says use h3 for section headings (e.g. those). It might be okay to add other headings, but better to stick to those. We could incorporate success metrics into Responsibilities as list