Under the direction of the HRIS & Payroll Manager, the Payroll Specialist ensures the accurate and timely processing, printing and distribution of payroll checks, in accordance with company policies and procedures and government legal requirements.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time.
* Reviews Personal Action Requests ensures compliance with payroll and agency regulations and records necessary changes in HRIS
* Audits payroll documents for completeness, accuracy and compliance with payroll regulations; reviews computer produced error listings, traces errors and makes appropriate corrections
* Maintains some aspects of Payroll/HRIS software
* Reviews and verifies data coming to the payroll system from various sources; summarizes and balance payroll biweekly.
* Notifies department managers and/or supervisors of errors and irregularities and assists in error correction; acts as resource person for managers and/or supervisors and provide updates on payroll processing procedures
* Researches, analyzes and resolves difficult or technical problems or questions presented by other employees using knowledge of common problems and of entire payroll function.
* Maintains files and records for garnishments, court ordered deductions, and other involuntary deductions.
* Compiles financial, tax and payroll reports for both internal and external purposes; submits to supervisor for review
* Prepares correspondence of a technical nature pertaining to payroll issues
* Evaluates and analyzes technical payroll activities.
* Prepares detailed reports and spreadsheets.
* Performs detailed computations
* Coordinates and interacts with outside agencies on issues pertaining to employee compensation and deductions
* Utilizes electronic time and attendance and HRIS system and terminology and procedures to communicate with other agency employees.
* Researches problems in payroll or personnel records; communicates details to other agency employees.
* Establishes and maintains effective working relationships with those contacted in the course of work.
* Ability to maintain a high level of confidentiality
* Other duties as assigned
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Upon offer, candidates must successfully complete the necessary background, caregiver, medical and any other checks required, according to program requirements. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION AND/OR EXPERIENCE:
* High school diploma or GED required.
* Associate's degree (A.A) or equivalent from a two-year college or technical school is preferred.
* At least one year of related experience is required.
* Knowledge of payroll and accounting principles, practices, regulations and procedures is preferred.
TRAVEL: Ability to travel on day trips as required, but would not be often. Some overnight travel may be required.
LSS is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, disability status or any other characteristic protected by federal, state or local law.
High School Diploma/ GED or better.
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.