Q: Describe your role within the firm.
A: I am responsible for five Accounts Payable Specialists who make up approximately one third of the Accounts Payable department. My role includes supervising, training, coaching and feedback. I am also responsible for all training in the PeopleSoft AP module for all members of the firm and I participate in various projects within the Accounting Division and firm wide. Q: Describe how your division contributes to the firm's success.
A: In a nutshell, the Finance Division maintains the firm's financial standing within the industry. This includes accurate reporting of our financial picture. My department is specifically responsible for satisfying the firm's liabilities with outside vendors in a timely and accurate manner. Q: What year did you start at Edward Jones? What year did you start in your current position?
A: I started in 1998. I started as a Team Leader over the Accounts Payable Controls team. In 2004, I changed teams within the department to be a Team Leader for Accounts Payable Specialists. I became Senior Team Leader a couple of years ago. Q: What did you do prior to joining Edward Jones?
A: I worked for a credit union in Kansas City for seven years as the Visa card administrator and one-man Finance Department. Prior to that I worked in the accounting areas of various theaters in Kansas City and New York. Q: Are there any memorable experiences, you'd like to share that encapsulate or typify what it’s like to work for Edward Jones?
A: In my nine years here, I have seen a few home office associates whose skills/abilities were no longer adequate for the job they held. These associates had been with the firm for a long time and either had diminished skills because of a medical issue or because the job had changed during their tenure and they were no longer qualified to perform the task. Rather than "get rid" of these people who had given the firm the best years of their lives, the firm went the extra mile to make sure that there was a place where these individuals could continue to contribute within the limits of their abilities. I like the way that the firm honors its associates and respects the dignity of each individual. Q: Describe the culture at Edward Jones and how it’s different from your previous job. What is unique?
A: The culture here is not very different from my previous job, which is why I chose to work here after having been a temp and seeing firsthand how people interacted with each other. However, I would definitely say the culture at Edward Jones is different from places where other people I know work. There are several factors that distinguish Edward Jones from the rest. One is our Midwestern culture. This includes a strong work ethic. Everyone in my department is expected to work hard every day. We do not goof off. We all understand what we are responsible for and we are held accountable for getting it done. People who don't want to work hard and don't want to be held accountable for "owning" their work will not be happy at Edward Jones. Another aspect of our Midwestern culture is our conservatism. I like that we are frugal and frown upon frivolous spending. I appreciate that we do not permit language, attire or activities that might be offensive to some people. I believe that Edward Jones sees me as a human being first and an employee second. I have tempted enough to know that this is very uncommon. Q: One area Edward Jones prides itself is enabling associates to maintain a strong work-life balance. How does this approach impact you?
A: A few years ago my young son was having difficulty in school and it became apparent that he needed someone to be home when he got home each day to make sure that he was able to complete his homework. I was a single parent at the time. My leader allowed me to arrange my schedule so that I could leave work at 3:00 and work from home for the last few hours of the day until my son's issues were resolved. Last year, my mother was diagnosed with Alzheimer's. My siblings and I had to spend time looking for living arrangements for her. Not only was I able to take this time off according to FMLA, but my leaders did not hesitate in their support for me and my family. Q: What does the firm being a partnership mean to you?
A: To me it means that we do not answer to stockholders. This means that the firm has the luxury of doing what is right – right for the client, right for Financial Advisors, right for the support staff and right for the business – regardless of how it might impact the bottom line in the short-term. Q: Before you came to Edward Jones, what did the name mean to you? And after you came on board?
A: As a St. Louis native, I have always known of Edward Jones. What I did not ever know about was the branch offices. All I knew about Edward Jones was that it was a brokerage firm. I did not know how big and global it was. Q: Do you feel you are rewarded for taking initiative and “going the extra mile” at Edward Jones?
A:I feel I am rewarded for such by my leaders through bonuses and annual performance evaluations. Q: What qualities do you think a person needs to have to succeed in the home office environment?
A: People who succeed here at Jones are people who take ownership of the tasks for which they are responsible. They understand the "big picture" and see beyond merely their contribution. They are able to work in a highly-regulated industry but are also comfortable making decisions in the "grey areas." Q: How do you see your future at Edward Jones unfolding?
A: I want to be an Edward Jones "lifer." I think that, as the technology changes, the way we accomplish our goals will be different and therefore the way we structure the staff will be different. I hope to assume more responsibility as those tasks evolve. Q: As you go through your daily activities, how do you know you've achieved success at Edward Jones?
A: Sometimes I get direct feedback from my leaders. Other times I know I've achieved success because I understand what my leaders expect as a "big picture" and when I've achieved that goal, I know I've succeeded.
|
