The Travel Manager doesn’t just handle travel arrangements. They should be strategic thinkers and be able to adapt quickly to changes. If you add excellent people skills, organizational ability, and professionalism, then you’re someone we’d like to meet.

The goal is to ensure employee travel is safe, organized, and expensed accordingly. The Travel Manager will report to the ADS Division VP, Programs & Operations.

Responsibilities

• Develops and maintains T&E operations policies and procedures to include all current and future program requirements for exempt and non-exempt employees.
• Work together with Program Managers to oversee travel logistics and expense
• Managing all travel logistics in a hectic environment
• Manage (dotted line) T&E admin team for expense report
• Managing the BTA accrual
• Managing Groupize Program meetings, incentives, conferences, and exhibits
• T&E Admin continuous improvement

Requirements

• Bachelor's Degree and 0-2+ years of hands-on experience with Concur Travel and Expense.
• Proven experience as Travel Lead
• The ability to obtain a security clearance is required.
• Knowledge of domestic and international travel regulations.
• Knowledge of T&E reporting and processing
• Working knowledge of the Groupize meeting/event platform
• Working knowledge of MS Office
• Accounting background a plus
• Excellent communication (oral and written) and negotiation skills
• Ability to competently train others
• Willing to travel up to 25%
• Available 24/7 for travel-related emergencies
• Well-organized and reliable
• Customer-oriented approach
• Bachelor’s degree is preferred
• Training in travel and tourism is a plus
• Excellent phone etiquette and customer service skills.
• Working knowledge of a GDS System.
• Excellent industry knowledge and reservation skills.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)