Payroll Manager

Oversee and supervise the payroll processing ensuring that all governmental, company, and union rules and regulations are adhered to. Responsible for the accurate and timely delivery of compensation and deductions.  Managing projects that support the wider company targets.  

Duties and Responsibilities

• Oversee payroll processing.
• Manage time keeping.
• Ensure employees general ledger is correct.
• Maintain coding accuracy.
• Enter manual adjustments for each payroll, process biweekly payrolls, review and approve all payrolls. 
• Reporting weekly 401k contributions, quarterly pension, validate Tax filing.
• Specialized reporting for departments for wages and hours worked.
• Oversee and file weekly and quarterly reports such as taxes, 401k contributions and loan payments and HSA and flex benefits. 
• Facilitate audits and testing. 401k testing and match corrections, 401k audit, general audits, government audits, and census reporting. 
• Apply for and maintain withholding and unemployment licenses
• Apply any changes to the system, such as wage and title changes, reorganization change, departmental or cost center changes and general ledger coding changes. 
• Respond to employee and manager questions.
• Keep informed of any legislative changes for compliance.
• Supervise and approve the W2 processing.
• Perform any other duties as assigned.

Qualifications

• Intermediate knowledge of accounting and balancing or prior accounting experience
• Knowledge of payroll concepts (garnishments, tax laws, final pay rules, etc..)
• Excellent time management skills with a proven ability to meet deadlines.
• Outstanding verbal and written communication skills.
• Strong analytic and problem-solving skills.
• Comfortable in a growing organization with shifting organizational needs.
• Can work independently.
• Can maintain confidentiality  
• Some report writing skills 
• Experience working with unions, preferred

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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).