AP Manager

Welcome to the Career Center at Capco Crane & Hoist, Inc. To give you some information about our values, our culture and our career opportunities browse through our site and find out what we are all about. We provide superior services and products by hiring the best people. Our continued rapid growth demands that we add more employees to keep expanding.

If you can help us deliver quality services and products, we offer tremendous career opportunities for employees. You will join a hard-working group of people who are totally committed to giving our customers great service.

Capco Crane is a leading manufacturer of overhead bridge cranes for a long and growing list of businesses across New England. We are actively seeking candidates capable of the precision, expertise, and professionalism that Capco Crane has built its reputation on. A career at Capco Crane & Hoist includes great health and dental plans, paid holidays and vacations, a 401K, and yearly performance based bonuses.

If you are applying for a welding or electrician position, you must have the appropriate certification and/or licensure Capco Crane & Hoist is currently hiring for the following positions:

The Accounts Payable Manager is the single point of accountability for the AP function: the people, the process, and the results. The AP Manager owns vendor relationships from a payables standpoint, the accuracy and timeliness of all AP work product, and the management and development of the AP team. The Corporate Controller is an escalation point — not the first line of contact for vendors, and not the working manager of the AP staff.

• Direct reports: all members of the AP team, including the AP Supervisor and the AP Specialist. All AP staff report to the AP Manager; no member of the AP team reports to another member of the team.
• Work direction: the AP Manager — and only the AP Manager — assigns work, sets meeting requirements, and reviews performance for AP staff.

• Maintain a professional, accountable team environment. Address interpersonal conflicts directly and promptly; conflicts within the team are resolved by the AP Manager, not escalated around her.
• Maintain a current, written role description for each team member, reviewed with and signed by the employee. Expectations, tasks, and boundaries are documented — not assumed.
• Manage performance: set expectations, coach, document recurring issues, and apply corrective action with HR support when needed.
• Own every question brought by a team member: answer it, or research it and return with an answer within one business day. Redirecting staff to other departments as a default is not acceptable.
• Run a single, defined team meeting cadence. One-on-one meetings between the AP Manager and a team member include only those two people unless the AP Manager decides otherwise.

• Own the accuracy of AP work product. Maintain an error log and a quality-review process; recurring errors trigger a documented corrective plan (training, review, or escalation).
• Ensure vendor statements are reviewed and reconciled monthly, with the AP Manager’s documented sign-off. Discrepancies are worked to resolution, not carried.
• Operate a duplicate-payment control before every payment run. Duplicate payments are a zero-tolerance standard.
• Ensure invoices are processed accurately and timely and payments go out per the approved cash plan, with remittances sent.
• Own the AP aging: know every significant balance, work past‑due accounts proactively, and resolve credit holds before they affect operations.
• Be the vendor-facing contact for payment questions and payment plans within approved authority.…