Billings Manager - Hire or get hired
Your complete guide to the Billings Manager Role: Duties, salary & hiring tips
Purpose of the Billings Manager
The Billings Manager leads the end-to-end billing function, overseeing client invoicing, process efficiency, and team performance to ensure accurate and timely revenue recognition.
Billings Manager's duties and responsibilities
• Billing Oversight:
Manage the client billing cycle, ensuring accuracy and timeliness.
• Team Management:
Lead and support a team of billings officers and coordinators.
• System Optimisation:
Improve billing processes and system usage across departments.
• Stakeholder Liaison:
Coordinate with legal teams and finance to resolve billing queries.
• Reporting:
Generate billing reports and track KPIs and billing forecasts.
Manage the client billing cycle, ensuring accuracy and timeliness.
• Team Management:
Lead and support a team of billings officers and coordinators.
• System Optimisation:
Improve billing processes and system usage across departments.
• Stakeholder Liaison:
Coordinate with legal teams and finance to resolve billing queries.
• Reporting:
Generate billing reports and track KPIs and billing forecasts.
Requirements and qualifications for a Billings Manager
• 5+ years’ experience in legal or professional services billing
• Team leadership or supervisory experience
• Strong attention to detail and deadline management
• Familiarity with billing software (e.g., Aderant, Elite)
• Excellent communication and problem-solving skills
• Team leadership or supervisory experience
• Strong attention to detail and deadline management
• Familiarity with billing software (e.g., Aderant, Elite)
• Excellent communication and problem-solving skills
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To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
