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Analyst, Label Administration

Century City, CA

 

Position Summary
Gelfand, Rennert & Feldman ("GRF") is seeking an Analyst, Label Administration ideally with experience handling complex royalty accounting. This position can be based out of Century City or Encino on a remote basis. The Analyst, Label Administration is responsible for preparing royalty statements and allocation schedules on behalf of independent record label and music clients.

Primary Responsibilities

  • Prepare mechanical, artist, producer or net profit royalty accountings for independent label clients
  • Summarize artist and third-party agreements and apply key provisions to the preparation of royalty statements
  • Analyze sales data files from various distribution sources
  • Set up product metadata, artist royalty rates and mechanical license in royalty accounting software
  • Prepare mechanical royalties which includes confirming publishing splits and obtaining mechanical licenses
  • Other projects and duties as assigned

Qualifications

  • Bachelor’s degree with at least 1 year of experience in a similar role is required
  • Over 2 years of experience in a similar role along with royalty software experience is highly preferred
  • Working knowledge of recording agreements, royalty calculations, and contract review
  • Working knowledge of royalty accounting software (RoyaltyShare, Curve, Record Maestro, or SR1)
  • Advanced knowledge of Excel required, including and not limited to pivot table creation
  • Ability to work independently with strong time management skills to prioritize tasks to meet strict deadlines
  • Strong written and verbal communication skills

This is a non-exempt, overtime eligible position. The annualized base pay range for this role is expected to be between $58,510 - $62,525. Actual base pay could vary based on factors including but not limited to experience, subject matter expertise, geographic location where work will be performed, and the applicant's skill set. The base pay is just one component of the total compensation package for employees. Other rewards may include an annual bonus and a comprehensive benefits package. Candidate information, including education and work experience, is verified upon an offer of employment. Falsification of application information may be grounds for denying employment.

Gelfand, Rennert & Feldman is an Equal Opportunity Employer.

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Focus is a leading partnership of fiduciary wealth management and related financial services firms. Focus provides access to best practices, greater resources, and continuity planning for its affiliated advisory firms, which serve individuals, families, employers, and institutions with comprehensive financial services. Focus firms and their clients benefit from the solutions, synergies, scale, economics, and best practices offered by Focus to achieve their business objectives. For more information about Focus, please visit www.focusfinancialpartners.com.

For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST.  AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 

For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.  An employer who violates this shall be subject to criminal penalties and civil liability. 

For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.

For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation.  The Company complies fully with the Americans with Disabilities Act.

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