Back to jobs
New

Senior Manager, Accounts Payable

HQ

Location: Phoenix, AZ (Hybrid)

Compensation: $100,000-$115,000

Role Overview

The Senior Manager, Accounts Payable at Skin Laundry is responsible for leading and evolving the end-to-end AP function into a highly controlled, scalable, and technology-enabled operation. This role goes beyond execution, owning the strategy, systems, and structure that enable accuracy, efficiency, and strong financial stewardship across a multi-location business.

This leader balances operational excellence with forward-thinking innovation, leveraging automation and AI-enabled tools to reduce manual work, improve accuracy, and create a more intelligent, insight-driven AP function. They serve as a strategic partner to Accounting, Finance, Operations, and Field Leadership—ensuring AP not only processes transactions, but actively contributes to business performance, cash optimization, and risk mitigation.

Core Responsibilities

Strategic & Operational Ownership

  • Own and continuously evolve the AP operating model end-to-end: invoice intake, coding, approvals, payments, vendor maintenance, reconciliations, and issue resolution

  • Lead weekly payment runs and cash planning in partnership with Finance; validate funding requirements and ensure accurate, timely execution across ACH, check, wire, and virtual card

  • Establish scalable frameworks that support multi-location complexity while maintaining consistency and control

Team Leadership & Organizational Design

  • Lead, coach, and develop AP team members and/or outsourced partners; set clear expectations around performance, accountability, and quality

  • Design team structure and capacity plans aligned to business growth

  • Build and implement SOPs, training programs, and knowledge management systems to reduce key-person risk and elevate team capability

  • Foster a culture of ownership, continuous improvement, and operational excellence

Controls, Compliance & Risk Management

  • Design, implement, and continuously strengthen internal controls (segregation of duties, approval thresholds, vendor onboarding/change controls, fraud prevention, duplicate detection)

  • Own audit readiness for AP; serve as primary liaison for internal and external audits

  • Proactively identify and mitigate financial and operational risks across the AP lifecycle

AI, Automation & Systems Strategy

  • Own the AP technology ecosystem, including system configurations, workflows, approval routing, and integrations

  • Identify and implement automation opportunities (OCR, vendor portals, rules-based coding, workflow automation) to reduce cycle time and manual effort

  • Leverage AI-enabled tools to:

    • Improve invoice data capture accuracy and reduce manual entry

    • Detect anomalies, duplicate invoices, and potential fraud signals

    • Enable predictive insights into cash flow, payment timing, and vendor behavior

    • Enhance exception handling through intelligent routing and prioritization

  • Partner with Finance and IT to evaluate and implement emerging technologies that elevate AP into a more intelligent, data-driven function

Performance Management & Data-Driven Insights

  • Own AP KPIs and reporting, including:

    • AP aging health

    • Invoice cycle time

    • Exception and dispute rates

    • On-time payment %

    • Duplicate/error rate

    • Vendor responsiveness

  • Translate data into actionable insights; identify root causes and implement sustainable fixes

  • Build dashboards and reporting frameworks that provide visibility to Finance and executive leadership

Vendor & Cross-Functional Partnership

  • Own vendor relationships, including escalations, dispute resolution, and adherence to payment terms

  • Partner with Procurement and Finance on vendor strategy and payment optimization

  • Serve as the primary AP point of contact for internal stakeholders; establish SLAs and intake processes to improve responsiveness and reduce rework

  • Partner closely with Accounting on month-end close: accruals, reconciliations, and AP-related GL integrity

Retail / Field Operations Scope

  • Oversee chargeback and refund workflows across field locations; identify trends and drive process improvements to reduce leakage

  • Ensure accurate and timely management of business license tracking and payments

  • Build scalable processes that support field teams while maintaining centralized control

What Success Looks Like

  • AP operates as a highly accurate, audit-ready, and scalable function

  • Manual work is reduced through thoughtful automation and AI-enabled workflows

  • KPIs are consistently met or exceeded, with clear visibility into performance

  • Strong cross-functional trust is built through reliability, responsiveness, and insight

  • The AP function evolves from transactional to strategic and data-informed

Qualifications

  • BA/BS in Accounting, Finance, or Business

  • 6–10+ years of progressive Accounts Payable experience

  • 3–5+ years leading teams and/or outsourced AP operations in a multi-entity or multi-location environment

  • Proven experience building and strengthening internal controls and supporting audits

  • Strong systems expertise (ERP, AP automation tools, corporate card/expense platforms such as Brex)

  • Demonstrated experience implementing automation and/or AI-enabled solutions within AP or Finance functions

  • Advanced Excel and data analysis skills; ability to translate data into insights and action

  • Strong business acumen with the ability to operate both strategically and hands-on

Equal Opportunity Employer:

At Skin Laundry, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Skin Laundry believes that diversity and inclusion among our teammates is critical to our success as a global company, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.

Accommodation Assistance:

Skin Laundry is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, contact PeopleTeam@SkinLaundry.com

Employment Agencies: 

Skin Laundry will not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to Skin Laundry, including unsolicited resumes sent to a Skin Laundry mailing address, fax machine or email address, directly to Skin Laundry employees, or to Skin Laundry’s resume database will be considered Skin Laundry property. Skin Laundry will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Skin Laundry will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees.

Create a Job Alert

Interested in building your career at Skin Laundry? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Skin Laundry’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.