Accounts Payable Manager
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![]() United States, North Carolina, Raleigh | |
![]() 150 Fayetteville Street (Show on map) | |
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Description
Why Join Us? As part of the Highwoods team, you're not just taking on a job; you're joining a culture that values integrity, collaboration, and growth. We believe our culture is the key to success in the dynamic world of commercial real estate. Every member of our team plays a role in defining and upholding this culture-it's not just words on a page, but a way of working and living every day. When you join Highwoods, you'll bring your unique skills, experiences, and values to life through our shared mission. Together, we create a thriving workplace where every teammate has the support and opportunity to make a meaningful impact. As a Highwoods Accounts Payable Manager, you will be responsible for supervising A/P Specialists to ensure the group is performing the various duties necessary to process invoices for payment and maintain SOX compliance. Additionally, you will respond to vendor/employee inquiries regarding A/P issues as well as assist Internal and External auditors with Audits and SOX reviews and, close A/P monthly. Key Responsibilities:
Requirements: To perform this job successfully, an individual must be highly proficient in accounts payable and must possess outstanding communication and customer service skills. Additionally, individual must be detail-oriented and have excellent organizational skills. Education/Experience:
Work is of a general office nature; while performing the duties of this job, the employee is regularly required to talk, hear, and see; required to use arms and hands to reach and handle; typing on computer keyboard and using phone required. Ability to read, understand, and to communicate information and ideas clearly in writing and orally required. The employee may occasionally need to climb, balance, stoop, kneel, or crouch; and lift and/or move up to 10 pounds. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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