Manager, Payment Operations

Operations

Operations is the backbone of Brex’s mission to power businesses through our Intelligent Finance Platform. We own credit, fraud, money movement, and payments, protecting our customers and our company. From product operations that ensure flawless launches to scalable systems that drive innovation and precision, we operate at the intersection of product, design, engineering, and customer success. If you want to work at the heart of the business, Operations is where you belong.

What You’ll Do

Account Servicing owns what happens to a Brex account after it's live: money applied against statement balances, billing terms changed, auto-pay kept working, points debited and granted, credit performance reported to the bureaus, and accounts closed cleanly.

We're hiring a manager to run that portfolio. You'll inherit a team with deep subject-matter expertise in specific queues, a set of in-flight migrations from other teams, and a real automation opportunity across the highest-volume work. The mandate is to hold the SLA and accuracy bar while systematically shrinking the manual surface area in a quickly growing environment.

Payment application and wires. Wires applied against statement balances, including unmatched, partial, and misapplied payments. Support the expansion of wire coverage as we open up new corridors and use cases.

Statement adjustments. Refunds and offline collections (manual balance adjustments), with the controls that keep adjustment accuracy high and every entry defensible in an audit.

Billing changes. Due date changes, billing frequency changes, payment extensions, and grace period requests in close partnership with GTM, Credit, and Deal Desk teams.

Auto-pay management. Manual pay exceptions, penny-pull (micro-deposit) verifications, and funding source changes.

Vendor onboarding. Getting Brex set up correctly as a payee inside customers' third-party AP and procurement portals so invoices route, approve, and pay on time.

Credit reporting. The monthly bureau submissions, plus end-to-end disputes management at the accuracy and timeliness standard regulation requires.

Account closures. Customer-initiated, legal, and Terms-of-Service closures, including final balance settlement and rewards true-up. This is a newly transitioned part of the portfolio and will have operational process development needs from day 1.

Points debits and rewards grants. Points debiting, merchant categorization changes, audits and true-ups, and non-automated partner referral grants.

Automation and migration. Partner with Product and Engineering to cut average handle time and retire manual queues.

Where you’ll work

This role will be based in our Salt Lake City office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday and Thursday. As a perk, we also have up to four weeks per year of fully remote work!

Responsibilities:

• Coach, and develop a team of servicing specialists. Where a queue currently depends on one person's expertise, build redundancy so it doesn't.
• Set and defend SLAs, quality bars, and capacity models across workflows that behave very differently from one another.
• Define your own operational reporting cadences and measures to make staffing and prioritization decisions.
• Write and maintain the SOPs, QA sampling, and maker-checker controls that keep financial adjustments accurate and auditable.
• Be the escalation path for high-dollar, time-critical, and legally sensitive cases, working directly with Legal, Compliance, Collections, Treasury, Finance, Deal Desk, and CX.
• Own the automation roadmap for the team: find the candidates, quantify the case, spec the requirements, validate the before-and-after, and hold the line on the edge cases that automation tends to break on.

Requirements

• 5+ years in financial services or fintech operations, including 2+ years managing people directly; hiring, performance management, and development.
• Hands-on ownership of a servicing, billing, payment, or credit operations queue where errors move real money, plus the controls experience that comes with it: reconciliation, QA sampling, maker-checker review, audit trails.
• A track record of process improvement you can quantify. You've taken a manual, high-touch workflow and measurably reduced handle time, backlog, or error rate.
• Experience being the operational counterpart to Product and Engineering: writing requirements, aligning on priority, testing builds, and catching what the spec missed.
• Data fluency. You can pull, build, and defend your own numbers in SQL, spreadsheets, or BI tooling.
• Sound judgment under ambiguity and the discipline to escalate the right things. This team handles legal closures, bureau disputes, and balance adjustments where the wrong call has financial or regulatory consequences.
• Strong written communication. SOPs, escalation summaries, and cross-functional updates are a meaningful share of the work.
• A well-defined point of view on where AI can and should be applied in scaled operations

Bonus points

• Direct credit bureau furnisher experience: Metro 2 reporting, e-OSCAR, FCRA dispute handling, or data quality remediation.
• Commercial card, charge card, or business lending servicing background, as distinct from consumer.
• Working knowledge of wire and ACH (push and pull) mechanics, exception handling, return codes, micro-deposit verification, misapplied payment research.
• Rewards or loyalty operations experience, especially points liability, audits, true-ups, and clawbacks.
• Experience configuring a company as a vendor or payee in AP and procurement platforms (bill.com, Tipalti, Coupa, etc.).
• Experience absorbing workflows from another team without an SLA dip.
• Familiarity with support and ops tooling (Salesforce, Retool) and low-code workflow automation (Retool, Zapier, Backoffice

Compensation

The expected salary range for this role is $105,600 - $132,000. However, the starting base pay will depend on a number of factors including the candidate’s location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.