Accounts Payable Supervisor

SUMMARY:

The Accounts Payable (AP) Supervisor oversees daily accounts payable operations, ensuring accurate, timely, and compliant processing of vendor invoices and payments. This role serves as the primary escalation point for complex billing discrepancies and vendor inquiries. Additionally, the AP Supervisor provides guidance and mentorship to Accounts Payable Clerks, coordinates month-end closing activities, and assists management with process improvements, system enhancements, and audit preparations

ESSENTIAL DUTIES:

The duties and responsibilities described below represent the essential functions of the job. Other duties or responsibilities may be assigned at the discretion of the immediate supervisor and/or leadership within the individual’s hierarchy.

• Supervise, mentor, and train a team of Accounts Payable Clerks; manage daily workloads, set performance goals, and participate in regular performance evaluations.
• Oversee the daily workflow of the accounts payable team, ensuring invoice processing, 3-way matching, and coding are completed accurately and within deadlines.
• Review and prepare weekly payment runs, including ACH, wire transfers, and checks, while ensuring proper approvals are obtained.
• Research and resolve complex invoice discrepancies, purchase order mismatches, and vendor account issues
• Maintain strong relationships with key vendors, addressing escalated inquiries and ensuring compliance with contract terms
• Reconcile monthly statements and prepare all approved credit applications for new vendors
• Maintain the Vendor Master File, including additions, deletions, and corrections, in the accounts payable system.
• Provide training, onboarding support, and daily technical guidance to accounts payable clerks
• Process payments on required monthly and/or quarterly schedule to ensure vendor receipt by due date
• Handle all incoming emails for the Accounts Payable team e-mail address, which includes all necessary follow-up and processing of invoices received electronically
• Enforce strict adherence to internal controls and coordinate year-end tax compliance, including 1099 reporting.
• Identify opportunities to streamline AP workflows, maximize automation within the accounting software, and update standard operating procedures.

SUPERVISORY RESPONSIBILITIES

Yes Is the primary purpose of this role to manage an organizational department or function and supervise at least two full-time (or equivalent) directly reporting employees?


No Does this role spend more than 50% of work time performing a combination of the following duties directly related to the management of department and it’s employees?


Description of supervisory responsibilities:

• Employee Management Activities – Interviewing, selecting, and training employees.
• Scheduling – ensuring effective staffing levels by setting and adjusting hours of work for employees.
• Evaluating Performance – appraising and providing direct feedback to employees about performance and productivity.
• Employee Relations – handling employee complaints and grievances.
• Corrective Action – in conjunction with the Controller, recommending and issuing corrective action for employee violations of company policy, performance deficiencies, or behavioral problems, up to and including termination of employment.
• Work Distribution – planning, prioritizing, and assigning day-to-day work.
• Material Control – determining the equipment, tools, or supplies to be bought, stocked, and utilized by team members.
• Safety and Security – ensuring the physical safety and security of employees and the organization’s property.
• Policy Enforcement – monitoring adherence to company policies and addressing violations.

Supervises: Accounts Payable staff

OVERSIGHT OF WORK:

• Indirect & General – supervisor or delegate may not be physically present on the work unit and assigns objectives to be completed independently.
• Professional – oversight beyond Administrative to include non-hierarchical check-ins or collaboration with others toward achieving effective non-clinical outcomes (i.e. committees, projects, peer evaluation, etc.)

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The qualifications listed below are representative of the knowledge, skills, and/or abilities required for this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Required Education

Verifiable completion of the following degree in a major relevant to the role is required:

• High School Diploma/GED

Preferred Education

• College courses in business, typing, accounting, and math

Required Experience

• 2 years of progressive accounts payable experience

Preferred Experience

• 1 year in a senior, lead, or supervisory capacity

Licenses, Certifications and/or Registrations

• None

Behavioral Competencies

To perform the job successfully, exhibit CRH Core Values, and meet organizational expectations, the individual shall consistently demonstrate the following competencies at a satisfactory level:


SAFETY

• Ensures Accountability - Holding self and others accountable to meet commitments. Acts with a clear sense of ownership. Designs feedback loops into work. Takes personal responsibility for decisions, actions, and failures.
• Optimizes Work Processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement. Separates and combines activities into efficient workflow.

SERVICE

• Customer Focus - Building strong customer relationships and delivering customer-centric solutions. Gains insight into customer needs. Identifies opportunities that benefit the customer.
• Action Oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Displays a can-do attitude in good and bad times. Steps up to handle tough issues.

DIGNITY

• Values Differences - Recognizing the value that different perspectives and cultures bring to an organization. Contributes to a work climate where differences are valued and supported. Is sensitive to cultural norms, expectations, and ways of communicating. Seeks to understand different perspectives and cultures.
• Manages Conflict - Handling conflict situations effectively, with a minimum of noise. Facilitates breakthroughs by integrating diverse views and finding common ground or acceptable alternatives. Steps up to conflicts, seeing them as opportunities. Works out tough agreements and settles disputes equitably.

INTEGRITY

• Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity. Follows through on commitments. Keeps confidences. Shows consistency between words and actions.
• Courage - Faces difficult issues and supports others who do the same. Is willing to champion an idea or position despite dissent or political risk. Provides direct and actionable feedback. Readily tackles tough assignments.

INNOVATION

• Nimble Learning - Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder. Learns quickly when facing new situations. Takes on the challenge of unfamiliar tasks.
• Cultivates Innovation - Creating new and better ways for the organization to be successful. Can take a creative idea and put it into practice. Comes up with useful ideas that are new, better, or unique. Encourages diverse thinking to promote and nurture innovation. Introduces new ways of looking at problems.

Physical, Cognitive, and Environmental Requirements

• Standing / Walking: Occasional
• Sitting: Frequent
• Pushing / Pulling ≤ 30 lbs: Infrequent
• Lifting / Carrying: Infrequent
• Reaching: Infrequent
• Bending / Squatting: Infrequent
• Fine Motor Skills / Hand Coordination: Occasional
• Visual Acuity – Near: Regular
• Visual Acuity – Distance: Infrequent
• Visual Acuity - Color Discrimination: Infrequent
• Attention / Memory (focus, concentration, recall): Frequent
• Language (understand and use language for verbal and written communication): Frequent
• Social Cognition (understand social norms and interact with others in person): Frequent
• Executive Function (high-level cognitive processes used for planning, problem-solving, and decision-making): Routine
• Work Hours per shift: Prolonged 10–12 hours
• Stamina: Routine schedule of 40 hours or less per week
• Chemical Exposure: Infrequent
• Radiation Exposure: Infrequent
• Infectious Agents Exposure (bloodborne, bodily fluids, airborne): Infrequent
• Respiratory Protection Requirements: None – same as public

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.