Accounts Payable Manager

Accounts Payable Manager - Stony Brook CPMP Finance 

Location: Stony Brook, NY

Schedule: Full time

Days/Hours: Monday - Friday; 8:30 AM - 5:00 PM

Salary Range: $90,000 - $125,000 ++uncofirmed

(pay will be determined based on experience, preferred qualifications, and education)

Our compensation philosophy aims to provide marketable compensation programs and to compensate employees based on relevant experience and education. Individual compensation discussions begin during the hiring process and may occur during job review and promotional opportunities. Salaries vary depending on experience, education and current market for the position. Human Resources determines the external and internal equitable salary for each employee. 

The above salary range (or hiring range) represents Stony Brook CPMP’s good faith and reasonable estimate of the range of possible compensation at the time of posting

SUMMARY: The Accounts Payable Manager leads the Accounts Payable team and processes.  This includes the full scope of the three-way-match invoice payment process and employee reimbursement process.  The Accounts Payable Manager oversees the vendor payment reconciliation process and offers recommendations and support to research and resolve issues. This role is a champion for financial policies and procedures, leading best practices for purchasing and reimbursement across the organization. This position requires excellent communication skills to enable strong vendor and internal department relationships, data analytic skills for effectively managing the AP team volume and a progressive mindset to improve processes and create efficiencies. 

Job Duties & Essential Functions:

Accounts Payable:

• Transforms Accounts Payable operational data into actionable insights. Creates reports, dashboards, scorecards, and visualizations to help manage the department operations.
• Analyzes and monitors Accounts Payable data, making recommendations for adjustments within the department workload distribution, providing feedback to supervisors and staff regarding productivity, and identifying and providing resolutions to any lags, lapses or other issues with vendor payments and employee reimbursements.
• Identifies Accounts Payable process improvements, makes recommendations, and helps implement updates. Reviews policies regularly and makes recommendations for revisions.
• Performs quality review of invoice and expense reports. Auditing, approving and processing invoice and expense reports, providing feedback to supervisors and staff. Receives and analyzes invoices over supervisor approval threshold, verifying policy requirements, confirming invoices match to Purchase Order and Packing List, and General Ledger coding is correct (company, department, division, location, and physician).
• Monitors end-to-end payment process, monitoring and resolving issues. Provides support to research and reconcile payment issues. Reviews company-wide open Purchase Orders and vendor activity to ensure accounts are current to maintain vendor relationships to support operational purchasing requirements.
• Manages the posting of Accounts Payable transactions to accounting system that directly impact Company and Departmental Financial Statements, including but not limited to ACH, Check, Journals, Refunds, Voids. Resolve issues that arise from data or software issues. Supports software interface processes.
• Supports development of payment processes for additional entities as they come with the CPMP scope of responsibility.
• Reviews and approves pre-approval forms and cell phone agreement forms, managing inquiries relating to related policies.
• Manages the Accounts payable team, focusing on employee development and growth.
• Performs all functions of T&E Software administration; including user management, general ledger dimensions, policies, and new features as they become available. Serves as expert user for T&E and Procurement Software; developing training materials and communications to assist with knowledge transfer to new employees and proficiency of department AP leads Trains and becomes lead on reporting capabilities of T&E software, learning how to access, manipulate, and/or print reports as needed.
• Communicates effectively and timely to department and vendor inquiries, develops and maintains effective working relationships with department and vendor contacts. Leads by example
• Guides and trains supervisors and staff to develop a clear understanding of financial policies, procedures and accounting software. Independently train and guide department administrative partners.
• Reviews and oversees the ongoing maintenance of accounts payable procedures documentation for consistency and cross-training.

Other:

• Lead software implementation initiatives, including researching and identifying AP solutions and driving the implementations.
• Develop and maintain financial policies and procedures. Identify areas of risk and propose policy updates.
• Assists in monthly closings and annual audits, researching and documenting audit requirements.

All other projects as identified.

Required Qualifications:

• Bachelor’s degree with a major in accounting, finance or other related field in liue of education, five (5) or more years of experience in Accounts Payable or related area
• Three (3) years supervisory experience
• Five (5) years of experience in Accounts Payable or related area
• Advanced Microsoft Excel skills.
• Prior experience using data to produce AP metrics and KPIs
• Prior experience merging multiple data sources, validating data, and drilling down in data to find answers.
• Experience with an accounts payable software.
• Excellent verbal and written communication skills.
• Prior supervisory experience.

Preferred Qualifications:

• MBA or Masters in Accounting or Finance
• Accounting experience in an academic healthcare organization
• Experience with a business intelligence system 

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to communicate with patients, staff and medical providers. The employee must be able to exchange accurate information in these situations. This position is largely sedentary and requires the employee to remain stationary for a majority of the day. Any additional physical demands will be outlined and provided by management. 

The responsibilities and tasks outlined in this job description are not exhaustive and may change as determined by the needs of CPMP. 

StaffCo is a Professional Employer Organization, commonly referred to as a PEO, duly organized and registered under the New York Professional Employer Organization law. StaffCo and SUNY have entered into a professional employer agreement under which StaffCo is the employer of Stony Brook Clinical Practice Management Plan employees and responsible for all aspects of employment, including hirings, promotions, disciplines, terminations, the day-to-day direction and supervision of work, as well as labor relations and collective bargaining. StaffCo is fully responsible for providing all payroll and human resources services, including the payment of wages, collecting and reporting payroll taxes and maintaining any and all employee benefits.  SUNY Stony Brook Hospital is responsible for the operation of the hospital and provision of health care and is the co-employer as is necessary to conduct its responsibilities and for related licensure, regulatory or statutory requirements and obligations.    

Given StaffCo’s employment responsibilities, it is deemed the “employer” for employment and labor law purposes.  Thus, the employees are private sector employees of StaffCo, not public sector employees of SUNY.  The private sector nature of the StaffCo employees has been approved by NYS Civil Service and upheld in a decision by the US National Labor Relations Board. 

CPMP provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected status.  This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall and transfer, leaves of absence, compensation and training.

CPMP expressly prohibits any form of workplace harassment based on race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity, or any other legally protected status.  Improper interference with the ability of CPMP’s employees to perform their job duties may result in discipline up to and including discharge.