Accounts Payable Payment Analyst (Japanese Speaker)
Be part of a team that keeps moving
Our AP COE Team provides support for the business for disbursement and cash initiatives operation, technical accounting compliance, financial and operational internal controls, process simplification, and operational excellence to deliver accurate actual financial reporting and analysis.
Partner with the best
Responsible for building technical accounting compliance, financial and operational internal controls, process simplification, and operational excellence to deliver accurate actual financial reporting and analysis. Understands concepts, methods, procedures and approaches.
As an Accounts Payable Payment Analyst (Japanese Speaker), you will be responsible for:
Supporting in day to day operation for AP Payment process
Conducting QA review and approve payment proposal submitted by requestor
Ensuring all payment execute with accuracy and timely manner, adherence to company policies and procedure
Providing proof of payment to requestor, address payment rejection and failure issues
Handling queries, request and managing mailbox, performing payment monitoring, maintain tracker and metrics
Generating funding forecast to Treasury
Meeting agreed KPI and timeline set by team and company, aupport ad hoc projects or task as when required
Serve as backup and provide assist to team members
Fuel your passion
To be successful in this role you will:
Have minimum 1 - 2 years of Finance/ Accounting of relevant experience.
Be able to speak fluent & excellent written in Japanese & English
Working with us
Our people are at the heart of what we do at Baker Hughes. We know we are better when all of our people are developed, engaged and able to bring their whole authentic selves to work. We invest in the health and well-being of our workforce, train and reward talent and develop leaders at all levels to bring out the best in each other.
Working for you
Our inventions have revolutionized energy for over a century. But to keep going forward tomorrow, we know we have to push the boundaries today. We prioritize rewarding those who embrace challenge with a package that reflects how much we value their input. Join us, and you can expect:
Contemporary work-life balance policies and wellbeing activities
Comprehensive private medical care options
Safety net of life insurance and disability programs
Additional elected or voluntary benefits
About Us
With operations in over 120 countries, we provide better solutions for our customers and richer opportunities for our people. As a leading partner to the energy industry, we're committed to achieving net-zero carbon emissions by 2050 and we're always looking for the right people to help us get there. People who are as passionate as we are about making energy safer, cleaner and more efficient.
Join Us
Are you seeking an opportunity to make a real difference in a company with a global reach and exciting services and clients? Come join us and grow with a team of people who will challenge and inspire you!
The Baker Hughes internal title for this role is: Finance Professional - OperationalSkills Required
- 1-2 years of relevant Finance/Accounting experience
- Fluent spoken and written Japanese and English
Baker Hughes Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Baker Hughes and has not been reviewed or approved by Baker Hughes.
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Retirement Support — Feedback suggests retirement contributions combine automatic employer funding with a dollar‑for‑dollar match, with immediate vesting on the match. This structure can meaningfully increase savings for employees who participate consistently.
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Equity Value & Accessibility — Feedback suggests a discounted employee stock purchase program with regular purchase periods and no brokerage fees provides accessible ownership upside. Program parameters are clearly laid out through the benefits hub and plan materials.
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Leave & Time Off Breadth — Feedback suggests exempt staff have flexible, manager‑approved time off while non‑exempt employees accrue vacation and receive paid personal time. Company‑paid holidays and paid parental leave further broaden time‑away options.
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