CORPORATE PAYROLL ADMINISTRATOR
GENERAL DESCRIPTION: The Corporate Payroll Administrator is responsible for processing a weekly multi-state, multi-union payroll for approximately 1200 employees.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
- Process employee paperwork and enter payroll data into ERP system.
- Processes weekly payroll, direct deposits, and submits benefits files to vendors.
- Responsible for timely tax payments, and tax reporting through W-2's.
- Certified payroll, and prevailing wage reporting.
- Maintain payroll system setup, and calculations.
- Process wage garnishments.
- Research issues and follow up on employee questions.
- Completing employment verifications.
- Assist with entering employee timesheets for field crew.
- Assist with audits.
- Compile monthly union reporting and other reports as needed.
- Complete testing for software upgrades.
- Complete special projects as requested, and perform other duties as assigned.
EDUCATION, SKILLS, AND ABILITIES REQUIRED:
- Associates degree in Accounting, Business, or related field.
- Minimum of 5 years payroll processing experience, multi state/multi union experience preferred.
- CPP Certification preferred.
- Strong understanding of payroll procedures.
- Knowledge and understanding of union collective bargaining agreements, payroll taxes, taxation of wages and benefits deductions.
- Experience with payroll systems. UKG Pro/Dimensions experience a plus.
- Must have interpersonal communication skills to interact with co-workers, supervisors, and managers.
- Strong problem-solving skills.
- Ability to maintain sensitive employee information in a confidential manner.
- Excellent computer skills; i.e., Excel, Outlook, Word.
- Detail oriented and organized in work.
- Ability to meet deadlines is critical.
- Must be motivated and self-driven to complete a task.
- Current working knowledge of state and federal tax regulations.
- Understanding of basic accounting principles.
- Strong customer service skills.
PHYSICAL REQUIREMENTS/ ADA ESSENTIAL FUNCTIONS:
- Ability to sit or stand for extended periods of time.
- Manual dexterity and hand-eye coordination for typing, filing, and using office equipment.
- Visual acuity and ability to read small print.
- Hearing acuity and ability to communicate effectively with others.
- Ability to lift and move office supplies and equipment.
- Mobility and ability to move around the office as needed.
- Minimal risk of exposure to unusual elements.
- Minimal risk of safety precautions.
- General office environment.
This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be assigned by his/her supervisor.
Wells is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, disability, or protected Veteran status.
Wells participates in E-Verify and will provide the federal government with your I-9 Form information to confirm you are authorized to work in the U.S
Wells values our employees and is committed to providing a competitive and comprehensive benefits package. We offer paid holidays, health, dental and vision insurance, as well as flex spending for medical and daycare, a health savings account, and 401(k) plan with profit sharing. We'll also pay your premium for short- and long-term disability, and life insurance.*
*Please note that the benefits listed here are for non-union employees. Benefits for union employees are covered under separate collective bargaining agreements which can be obtained through their union business agent or their HR representative.
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)