The Sr Payroll Specialist supports full day-to-day payroll operations. The role is essential to the payroll function and overall organization by the demonstrated ability to understand, perform and process multi-state, semi-monthly payroll for 1500 plus employees as a back-up to the Sr. Payroll Manager. The role will serve as administrator for the time management system, UKG Dimensions WFG and will work directly with employees and supervisors to ensure accurate and compliant timekeeping practices. The role is also dedicated to leaves of absence management in partnership with third party administrators. The role is responsible for managing status and pay for leaves, as well as benefits administration including eligibility changes, benefits premium remittance by employees, and benefit changes due to life events. The position effectively monitors employee/employer contributions for retirement plans and health savings accounts, and the audit of eligibility and contribution reports for balancing with third party systems, including necessary imports/exports.
RESPONSIBILITIES:
- Achieves HR functional standards by ensuring data accuracy, integrity and compliance, resolving problems; identifying system improvements and educating supervisors and employees, as needed.
- Provides excellent customer service to employees to timely address questions about pay, taxes, time off, and resolves employee concerns.
- Serves as back-up payroll processor for multi-state semi-monthly payroll cycles, including reports and wire submissions.
- Understands state and federal requirements to ensure accurate and compliant payroll and leave management.
- Maintains a high level of analytical ability to ensure accuracy and compliance.
- Processes separations and final checks by accurately calculating final pay including accrued unused time off, estimated final hours and severance, as required under state requirements.
- Completes comprehensive audit process prior to and after each payroll including employee data changes within the HRIS system including, job title change, supervisor change, pay change, FLSA status change, cost centers, and work location changes and analyzes the impacts of these changes to ensure accuracy and compliance.
- Maintains accurate payroll records to research and resolve balance and pay issues each payroll accurately and effectively.
- Performs research and prepares relevant reports utilizing HRIS system delivered and data reports.
- Possesses the ability to create, analyze, and run reports in the HRIS system.
- Acts as subject matter expert for the timekeeping system, and monitors employee time off requests and timely submission to meet deadlines.
- Identifies meal and rest break habits requiring partnership with the Sr. Payroll Manager and HRBP’s on wage and hour requirements training.
- Partners with LOA administrators to accurately process status changes, pay, and benefits life events during leaves of absence.
- Actively manage benefit premium agreements and premium remittance for employees on leave including monthly invoices for benefit changes due to life events.
- Utilizes LOA administrators system including provided reports but also creates own reports as needed to manage the leave process from start to finish.
- Actively recommends process improvements and exhibits critical thinking related to compliance
- Reconciles HSA, FSA, and 401K benefit contributions to vendor reports, and or statements with system of record.
- Works with 401K vendors and manages regular audits of 401(k) elections and related payroll deductions including preparing and completing information for annual plan audits.
- Manage ACA compliance and approve end of year 1095-C’s for distribution to all team members.
- Exercises solid judgment regarding pay and timekeeping practices knowing when to escalate issues.
QUALIFICATIONS:
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- Must be able to work out of our corporate office located in Irvine, CA four – five days a week
- 2+ years’ minimum experience processing multi-state, high-volume domestic payroll
- Knowledge and experience with managing leaves of absence
- Analytical, with a strong attention to detail. Works independently under general supervision, utilizing prior experience and the ability to meet department goals and deadlines.
- Strong HRIS skills, including advanced Excel ability and report writing.
- Reacts well under pressure, accepts responsibility. Provides exceptional customer service. Flexible and adaptable. Ability to build strong relationships.
- Responds well to questions, listens and both accepts and provides feedback. Demonstrates the ability to participate in group settings both within our teams and with outside vendors. Establishes working relationships at all levels of the organization.
- Ability to prioritize and function with a high degree of accuracy, decision making and professionalism with integrity in an energetic, demanding team environment.
- Strong interpersonal written and verbal communication skills, within all levels of the organization.
- Working knowledge of UKG Dimensions WFM, Kronos, HR, Benefits and Payroll a plus
This position is classified as non-exempt (hourly) and is eligible for overtime. A reasonable, good faith estimate of the minimum and maximum base pay for this position $28.29/hr – $42.44/hr which is equivalent to a base pay of $58,847 – $88,271 a year. Actual compensation will vary based on various factors including but not limited to location, experience, and performance. A discretionary bonus and/or business line incentive may be provided, in addition to a medical and other benefits, dependent on the position. For more information regarding our benefits, please visit https://www.ppbi.com/careers.html
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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. 41 CFR 60-1.35(c)