Accounting Career Track Template

This accounting career track outlines a clear and scalable framework for growth across both individual contributor (IC) and people manager roles. It’s designed to bring transparency to roles, expectations, and development paths within the accounting function.

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Career Levels Overview

Individual Contributor (IC) Track

ICs in Accounting deepen their impact through technical skill, process ownership, cross-functional collaboration, and financial reporting excellence—without direct people management.

Level 1: Accounting Associate

An entry-level role focused on the basics of accounting operations and reporting support.

• Prepares journal entries, bank reconciliations, and accruals
• Supports monthly and quarterly close processes
• Assists with vendor invoices, employee reimbursements, and data entry
• Learns key systems (e.g., ERP, Excel, reconciliation tools)

Key Competencies:
Reliability, Tools, Communication, Scope & Complexity, Product Knowledge

Level 2: Staff Accountant

Operates more independently on recurring accounting tasks, with increasing responsibility for accuracy and compliance.

• Owns sections of the GL (e.g., AP, AR, fixed assets, payroll accruals)
• Performs variance analysis and account reconciliations
• Prepares working papers and schedules for audit
• Collaborates with FP&A, AP/AR, and external vendors

Key Competencies:
Autonomy & Prioritization, Problem Solving, Communication, Tools, Product Knowledge

Level 3: Senior Accountant

A highly accountable IC who owns critical aspects of the accounting function and drives continuous improvement.

• Leads month-end close for key areas of the business
• Ensures compliance with GAAP or IFRS standards
• Supports process automation and internal control enhancements
• Guides junior team members or reviews their work

Key Competencies:
Scope & Complexity, Expertise, Problem Solving, Communication, Collaboration & Feedback

Level 4: Accounting Lead / Analyst III

Owns processes across multiple entities or regions and serves as the accounting point-of-contact for complex transactions.

• Leads accounting for complex transactions (e.g., leases, stock comp, revenue recognition)
• Partners with Legal, Finance, and Compliance on business initiatives
• Develops and documents accounting policies
• Reviews complex reconciliations and journal entries

Key Competencies:
Expertise, Communication, Scope & Complexity, Autonomy & Prioritization, Product Knowledge

Level 5: Accounting Specialist / Technical Accounting Lead

A technical subject matter expert in accounting policy, compliance, and reporting. Operates at the company-wide level.

• Leads technical accounting for M&A, IPO, or global compliance
• Interfaces with external auditors and internal audit teams
• Develops accounting memos and research for key business decisions
• Advises leadership on accounting implications of strategic initiatives

Key Competencies:
Scope & Complexity, Expertise, Product Knowledge, Communication, Problem Solving

Level 6: Principal Accountant / Accounting Strategist

The terminal IC role. A strategic advisor and systems thinker driving transformation across the accounting function.

• Defines the future-state operating model for accounting
• Leads the design and implementation of scalable processes and systems
• Shapes the long-term vision for technical accounting, controls, and compliance
• Mentors senior accountants and serves as a thought leader

Key Competencies:
Scope & Complexity, Expertise, Autonomy & Prioritization, Product Knowledge, Communication

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People Manager Track

People Managers in Accounting grow their impact by leading teams, scaling processes, mentoring talent, and aligning accounting operations to business strategy.

Level 2: Accounting Manager

Leads a small team of accountants and owns operational accounting processes and monthly close responsibilities.

• Manages day-to-day accounting operations (e.g., GL, AP, AR, payroll)
• Leads and reviews month-end close activities
• Coaches team members and oversees work quality
• Coordinates with external auditors and supports financial reporting

Key Competencies:
Supervision, Communication, Responsibility, Reliability, Tools, Development

Level 3: Senior Accounting Manager

Leads multiple teams or regions and focuses on improving accuracy, controls, and efficiency.

• Manages close timelines, reconciliations, and financial accuracy
• Guides team structure and resource planning
• Implements process improvements and accounting systems
• Serves as lead liaison to internal audit or FP&A

Key Competencies:
Scope & Complexity, Supervision, Development, Communication, Responsibility, Product Knowledge

Level 4: Director of Accounting

Owns strategic planning and operational oversight for the accounting function across departments or regions.

• Oversees general ledger integrity and financial close accuracy
• Shapes accounting policy and control frameworks
• Manages external audit and regulatory compliance
• Partners cross-functionally on initiatives (e.g., ERP upgrades, cost controls)

Key Competencies:
Responsibility, Scope & Complexity, Communication, Expertise, Development, Product Knowledge

Level 5: Senior Director of Accounting

Provides cross-organizational leadership for accounting teams at scale. Sets policy and drives innovation.

• Develops and leads the long-term accounting roadmap
• Manages international entities, consolidations, or global compliance
• Aligns accounting operations with business goals and investor needs
• Mentors Director-level talent and builds bench strength

Key Competencies:
Scope & Complexity, Communication, Responsibility, Expertise, Development, Product Knowledge

Level 6: VP of Accounting / Corporate Controller

The top operational accounting leader. Owns company-wide accuracy, controls, and reporting.

• Sets vision for accounting systems, reporting, and talent development
• Owns compliance with GAAP/IFRS and external reporting
• Partners with CFO and execs on financial strategy
• Leads SOX readiness, M&A integration, and IPO/accounting transformation

Key Competencies:
Scope & Complexity, Communication, Responsibility, Expertise, Product Knowledge, Autonomy & Prioritization

Final Notes

This framework is intended to support role clarity, progression planning, and performance expectations. Adjust titles, levels, and scope as needed to reflect your company's size, systems, and regulatory environment.

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