Account Payable Accountant

Job Title: Account Payable Accountant -2640

Job code: VI-HR-REC 2640

Workplace: Idleb -Syria

Last date for receiving applications: 24.04.2025

Job Purpose

The organization’s AP Accounting Officer is responsible for:

• Accurately and efficiently organize the organization’s Accruals, including recording supplier accruals (purchases), employee salaries and wages, settling work advances, and processing new petty cash advance requests.
• Whether working in the field or at the headquarters, the AP Accounting Officer reports to the Accounting Department and adheres to approved financial policies and procedures.
• Their work requires careful review of supporting documents and assurance of data accuracy before entering them into the accounting system.
• The AP Accounting officer contributes to preparing periodic financial reports for donors and the organization through accurate accrual recording. Therefore, they must maintain accurate and organized records of all Accruals.
• Their work ensures the integrity of the organization’s financial operations and supports its efforts to achieve its goals efficiently and responsibly.
• They communicate effectively with other departments (Human Resources, Procurement, Programs) to ensure smooth operations and payment of employee and supplier Accruals.

Key Responsibilities

• Commitment to the path and values of the Violet (Faith in youth and volunteers, Integrity, and honesty, sacrifice and altruism, teamwork and team spirit, innovation and creativity, elegance handling and beneficiary dignity, responsiveness and initiative).
• Record supplier accruals (purchases) by receiving and reviewing purchase invoices and supporting documents (such as purchase requisitions, quotation analysis, purchase orders, receipts for goods and services, supplier security checks, supplier documents, etc.). Then, verify the validity of invoices and their compatibility with other documents. The invoice data is then accurately entered into the accounting system.
• In the same manner as above, receive and review payroll statements from the Human Resources Department to be entered into the accounting system.
• Track the status of pending (unpaid) accruals and resolve them promptly by communicating with the Supply Department to resolve any problems or inquiries related to purchasing operations, the Human Resources Department regarding employee accruals, the Programs Department regarding activity costs, and finally, the Treasury Department regarding payment transactions.
• Conduct the necessary review of each transaction entered the accounting system to ensure the accuracy of the accounting data.
• Process new work advance requests by preparing advance requests for employees requesting advances and ensuring that the requests meet the organization’s terms and policies.
• Record advance requests in the accounting system, sign the necessary documents, and then document them.
• Settle work advances by receiving and reviewing advance settlement documents (such as receipts and invoices) and ensuring the validity of the documents and their consistency with the purpose of the advance.
• Then, the advances in the accounting system will be settled by properly recording the settlement and documenting the process.
• Prepare an advance balance document for the advance holder to verify the advance balance each time the advance is settled.
• Track the status of advances and ensure they are paid on time.
• Review and audit all supporting documents before entering them into the accounting system. Ensure the documents are complete, accurate, and consistent with policies and procedures. Collect the necessary signatures and approvals and finally verify the accuracy of the data entered into the system.
• Communicate effectively with other departments within the organization (such as purchasing, human resources, and programs) to ensure smooth financial operations.
• Sending periodic reports to the accounting coordinator to clarify the most important points and obstacles he faces when recording these dues.
• Training: Provide training and support to staff members on financial procedures and policies, promoting a culture of financial responsibility and transparency.
• Respect and apply all the PSEA and child protection principles and show high commitment to report any PSEA & CP action.….
• Commitment to implementing the child safeguarding and PSEA policy by considering them when planning and designing activities as well as when receiving complaints or observing issues related to this matter and fulfill their obligation to report it directly via the assigned channels or directly to senior management. Raising awareness to their assigned staff of the child safeguarding and PSEA policy plus reporting mechanisms and how to deal with it.
• Note: the above-mentioned key responsibilities / accountabilities are illustrative ones. Another future responsibilities/accountabilities may be assigned to the job depending on the department organizational chart.

Qualification (Education/Work Experience)

Essential:

• Bachelor’s degree in accounting, Finance, or a related field.
• At least 2 years of accounting experience, relevant experience, preferably in an NGO or nonprofit organization.
• Advance level in English and fluent in Arabic

Desirable:

• Advanced university degree in Finance, or related fields.
• More than 3 years in relevant experience.
• Advanced level of both English, and Turkish.

Core & Managerial Competencies &Technical

Core Competencies:

• Communication
• Planning and Organizing
• Commitment to Continuous Learning
• Stakeholders Orientation
• Accountability
• Technological Awareness

Supervisor/Managerial Competencies:

• Vision
• Leadership
• Empowering Others
• Building Trust
• Managing Performance
• Judgment/Decision-making

Technical Competencies:

• Proficiency in accounting software and tools (QuickBooks (
• Knowledge of Financial Accounting/GAAP and Management Accounting/Reporting
• Strong reporting and analysis skills
• Computer skills (Microsoft Word, Excel, Access, Power Point, Outlook).
• Creative problem solver who thrives when presented with a challenge.

Child Protection Policy

Child abuse is unacceptable to Violet, which recognizes its responsibility to protect children from harm in all areas of its work. Violet is committed to ensuring a child-safe environment and is applying a zero-tolerance approach toward any kind of child abuse and exploitation.

Discrimination, Abuse, and Harassment Policy

Violet expressly prohibits and will not tolerate any form of discrimination, abuse, or harassment (sexual or otherwise), based on race, ethnicity, religion, national origin, gender, age, sexual orientation, marital status, citizenship status, disability, or military status. Violet employees and related personnel must under no circumstances participate in any form of discrimination, harassment, or abuse (physical, sexual, or verbal), intimidation or exploitation, or in any other way infringe the rights of others inside or outside Violet.