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Search Salaries > Accounts Payable Manager > Bogotá
Job Description

How much does a Accounts Payable Manager in Bogotá make?

The base salary for a Accounts Payable Manager in Bogotá is 90,073,400
Also known as: hlavní účetní, vedoucí účetního oddělení manažer účetního oddělení manažerka účetního oddělení, raamatupidamisjuht, võlgnevuste haldur raamatupidamisdirektor finantsosakonna juhataja kuluarvestusjuht finantsarvestuse juht finantsjuht raamatupidamisbüroo juhataja grupi raamatupidamisosakonna juhataja pearaamatupidaja raamatupidamisosakonna juhataja, Chefe de contabilidade, Diretora finaceira Contabilista Guarda-livros Gerente de contabilidade do grupo Diretor financeiro.

90,073,400

Median Base Salary (Percentile 50)
38 observations
(Updated: 14 Mar 2025)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Accounts Payable Manager earns a median base salary of 90,073,400 in Bogotá, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Accounts Payable Manager in Bogotá usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

59%

Female

41%

Benefits

There are statutory benefits associated with a Accounts Payable Manager in Bogotá according to ...

Most Common Benefits

Competitive advantages associated with a Accounts Payable Manager in Bogotá
Access to cutting edge technology is a significant advantage for employees in Colombia. Companies provide their teams with the latest tools and software to ensure they remain competitive and efficient in their roles. This benefit not only boosts productivity but also keeps employees engaged and motivated.
Companies in Colombia often offer professional development opportunities, such as workshops, courses, and certifications, to help employees enhance their skills and advance their careers. This benefit not only fosters personal growth but also contributes to the company by improving employee performance and satisfaction.

Side Benefits to attract & retain talent

Additional perks for a Accounts Payable Manager in Bogotá
Flat Hierarchy
Equal Opportunity Employer
Casual Dress Code
Work-Life Balance
Flexible Working Hours

Statutory Benefits

Mandatory benefits in Bogotá
The maximum number of working hours is 8 hours per day and 46 hours per week. Worker’s non-working time must be respected. Under Law 2101, the maximum weekly working hours will reduce to 44 hours per week in July 2025, and 42 hours per week in July 2026. Overtime is paid at 125% for daytime and 175% for night-time. Sunday/extra daytime/public holiday overtime is paid at 175% for holidays and night-time work and 125% for daytime overtime. Night Shift Surcharge is 35% more than the equivalent daytime salary.
The monthly minimum wage in Colombia is COP 1,423,500.
Remote work can be agreed upon voluntarily by the employer and employee. Employees may work from any place within the country. All workers have the right to disconnect outside working hours. Employers must reimburse teleworking-related expenses. Connectivity Allowance is provided for employees earning up to twice the legal minimum wage.
The payroll cycle in Colombia is either bi-monthly, paid on the 15th and last day of each month, or monthly. Paying a 13th-month salary is mandatory, split into two payments: the first half within the first 15 days of June and the other half within the first 20 days of December.
Social security, private and government entities payments are done by an operator. Due date is based on the tax number of the employer, but always in the first or 2nd week of the following month.
Employer contributions include: 12.00% for Pension Fund (applied on salary up to 25 minimum monthly salaries (SMMLV)), 8.50% for Medical Plan (applied on salary above 10 minimum monthly salaries (SMMLV)), 0.52% – 6.96% for Labor Risks (applied on salary up to 25 minimum monthly salaries (SMMLV)), 4.00% for Family Compensation Funds, 3.00% for Family Welfare (ICBF) (applied only on integral salary), 2.00% for National Apprenticeship Service (SENA) (applied only on integral salary). Total Employment Cost is between 21.02% – 27.46%.
Employee contributions include: 4.00% for Pension Fund (applied on salary up to 25 minimum monthly salaries (SMMLV)), 1.00%-2.00% for Pension Solidarity Fund (employees who earn more than four minimum legal monthly salaries must contribute an additional 1%, to the pension solidarity fund, employees who earn more than 16 minimum monthly salaries must contribute an additional percentage (between 0.2% and 1%), depending on salary), 4.00% for Medical Plan. Total Employee Cost is between 9.00%-10.00%.
Tax Units (1 Tax Unit= 47,065 COP): 0.0% for 0-1,090 Tax Units, 19.0% for 1,090-1,700 Tax Units, 28.0% for 1,700-4,100 Tax Units, 33.0% for 4,100-8,670 Tax Units, 35.0% for 8,670-18,970 Tax Units, 37.0% for 18,970-31,000 Tax Units, 39.0% for 31,000 Tax Units +.
There are 18 public holidays in Colombia.
18 weeks of paid maternity leave. Employees with integral salary receive 70% of salary, while those under ordinary salary receive 100%. Employers pay and are reimbursed by social security.
Two weeks (14 calendar days) of paid paternity leave at 100% of regular salary rate. Employers pay and are reimbursed by Social Security (EPS).
Minimum of 15 days paid leave a year, following completion of 1-year service, in addition to public holidays.
For the first 2 days of sick leave, employees are entitled to full salary. From day 3 to 90, payment is 66.67% of salary, and from day 91 to 180, payment is 50% of salary. Employers make payments and request reimbursement from Social Security.
The probation period is optional and recommended to be 1/5 of the contract duration, up to 2 months. For permanent employees, it is generally two months.
For fixed employment contracts, employers must notify employees at least 30 days before contract expiration if not renewing. For indefinite contracts, no notice period is required, though 15 days is common. During probation, notice is not legally required but common as a courtesy.
The termination process is standard and based on labor law requirements. Notice of termination must be in writing and sent to relevant governmental authorities. Payment to leavers must be made on their last day at work.
Severance pay is mandatory and based on length of service and earnings. For employees earning less than 10x the minimum wage: 30 days for the first year, plus 20 days for each additional year. For employees earning more than 10x the minimum wage: 20 days for the first year, plus 15 days for each additional year. Severance is not paid when the employee resigns voluntarily.