Human Resources and Payroll Manager

Carolyn Bailey
HR Payroll Manager
3 High Points:
#1 100 employees
Must have benefits experience. 
this is a critical piece
PEO experience? 
#2 Top down review of employee manual,/employee leasing experience
Policies
$65K, to start, 90 day review, bump up to $5K
 
The following is a list of the primary responsibilities for the Human Resource/Payroll Manager position.  This list is not meant to be all encompassing and it is expected that the person in this role will assist any area of the company business when asked.
 
PAYROLL ADMINISTRATOR
 
The payroll administrator position is responsible for collecting timekeeping information, incorporating a variety of deductions into a periodic payroll, and issuing pay and pay-related information to employees.  Responsibilities include:
 
1. Collect and review weekly timesheets; review benefit hours for accuracy
2. Check exempt and non-exempt statuses of employees
3. Obtain supervisory approval of timesheets
4. Obtain overtime approvals
5. Initiate payroll at appropriate time
6. Input quarterly sales commissions. 
7. Input of employee bonuses
8. Process garnishment requests for child support or IRS
9. Process 401(k) contributions
10. Process employee advances
11. Process and close periodic payrolls
12. Process direct deposit payments
13. Process paycard  payments
14. Calculate and deposit payroll taxes
15. Handle complaints or questions regarding discrepancies.
16. Manage compensation and severance packages
17. Process employment verifications
18. Process and issue annual W-2 forms to employees
19. Managing the flow of communication with the payroll provider if appropriate and insure that all taxes are paid on a timely basis.
20. Coordinate payroll data with the accounting department so it gets input correctly into Vision.
 
HUMAN RESOURCE MANAGER
 
The Human Resources Manager (HRM) guides and manages the overall provision of Human Resource services, policies, and programs for the company.  The HRM originates and leads human resource practices and objectives that will provide an employee-oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce. The HRM is responsible for the development of processes that support the achievement of the organization's business goals.
 
Areas of Responsibility:
 
1. Recruiting and Staffing: 
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire the workforce.
• Identify staffing agencies, head hunters and job posting sites that are suitable for the various positions within the company.
• Solicit, contract and oversee contract employees and agency contracts.
• Assist the managers in developing job descriptions for positions they are posting.
 
2. Organizational Departmental Planning
3. Performance Management and Improvement Systems
4. Employment and Compliance to Regulatory Concerns Regarding Employees
5. Employee Onboarding, Development, Needs Assessment, and Training
6. Policy Development and Documentation
7. Employee Relations
8. Company Employee and Community Outreach 
9. Compensation and Benefits Administration
10. Employee Safety, Welfare, Wellness and Health
11. Employee Services and Counseling
 
ADMINISTRATIVE MANAGER
 
1. Office Services – Solicit competitive bids and manage the service contracts for the company office including; office cleaning, coffee/water service, cell phones, entry carpet cleaning, copiers, and security.   Manage all aspects to administrate these functions including; employee access codes for security system and changing the front entry door access code as needed.
2. Travel Support – Provide support as needed for employee travel when the office administrative assistants are unable to do it.
3. Administration Manager – Solicit for administrative assistant resumes, coordinate interview of candidates with manager and appropriate staff members, assist managers with performance reviews, and coordinate positon coverage & scheduling when administrative assistants are out of the office. Contract with temp services for administrative support if needed during vacation vacancies.
 
 

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