• Receives, reviews, and prepares incoming invoices and check requests, and inputs into accounts payable application for payment. Follows up on invoices that are not properly approved, properly documented, or are not in compliance with Corporate Policy.
• Researches and resolves discrepancies.
• Sets up new vendors in accounts payable application system.
• Inputs, reviews, processes, and files daily ACH invoices and expense reports.
• Responsible for separating stubs from checks and matching with processed invoices for accounts payable records. Prepares checks and mails checks to external vendors. Distributes special handling checks to various departments and employees via inter-company mail.
• Sets up new vendor folders and files daily invoices.
• Scans and indexes invoices.
• Inputs country club dues and usage for employees to track individual membership expenses.
• Prepares year end spreadsheet for supervisor’s approval and submits to Payroll for purposes of end of year W-2 reporting.
• Responsible for the completion of all compliance training related to the position.
• Must understand all applicable laws and regulations that apply to the position and comply with the requirements.

• Sets up 1099MISC reportable vendor information in accounts payable application per IRS regulations.
• Performs all other duties as assigned.

• Three months (3) - one (1) year of related experience preferred.
• Prior bookkeeping or accounts payable experience preferred.
• Scanning experience preferred.
• Strong computer skills including Word and Excel.
• Knowledge of PC based accounting systems.
• Good organizational skills.
• Analytical and problem solving skills with attention to detail.
• Ability to meet deadlines.
• Ability to handle multiple tasks in a fast-paced environment.
• Good written and verbal communication skills.

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)