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Post Holdings Payroll Administrator in Klingerstown, Pennsylvania

Description

We have the honor and responsibility of working in food – a critical infrastructure industry during this time of global crisis. We are working around the clock to keep inventory flowing to our retailers and to help feed the world. We are hiring at many of our manufacturing facilities…this is a great opportunity for those who are now available due to hours being cut at their regular job or being sent home from college temporarily

POSITION SUMMARY:

This position is responsible for the administration of the company’s time and attendance and HRIS/payroll systems. The HR Payroll Administrator is responsible for the timely and accurate delivery of payroll and related internal service, including recordkeeping and reporting. This position is also responsible for benefit administration including orientation, annual enrollment coordination, and reporting/auditing procedures. This position is also responsible for LOA program administration in accordance with company policies and applicable federal and state employment laws and provides exemplary customer service and assistance to employees at all levels.

DUTIES AND RESPONSIBILITIES:

▪ Responsible for the preparation and processing of biweekly payroll for 300+ employees; review and ensure accuracy of approved timesheets; forward all garnishments and other special payroll deductions to Post.

▪ Handle the administration of the electronic time and attendance system. Set-up new employees, monitor submissions of approved timesheets, ensure valid data transfers to/from Post.

▪ Completes temporary staffing invoices and works with the accounting department to ensure timely and accurate processing

▪ Analyzes, prepares and inputs payroll data. Reviews data entered and corrects errors to ensure payroll accuracy.

▪ Enter new hire information into payroll/HRIS system, update and maintain payroll/HRIS system records by processing paperwork for new hires, terminations, and other status changes.

▪ Creates and updates new employee personnel files and ensures that HIPAA and employee privacy guidelines are closely monitored.

▪ Establish/maintain employee records; ensure that employee changes are entered correctly and made on a timely basis; review changes for proper authorization and adherence to APA policy including compliance with federal/state/local regulations.

▪ Assists in development of overall payroll procedures by recommending improvements or changes when deemed necessary for greater efficiency.

▪ Assist with administration of Leave of Absence (LOA) programs in accordance with Post policies and applicable federal and state employment laws (FMLA, ADA, USERRA, etc.). Provide case management support and coordinate administrative aspects of the cases and claims. Maintain appropriate contact with all employees on leave and coordinate return to work for employees on leave.

▪ Communicate with the safety department to make sure work-related claims are coordinated with FMLA when necessary.

▪ Verify Post collects benefits premiums and/or payroll deductions while employees are on leave of absences.

▪ Complete check sorting, distribution, and attach payroll stuffers, when applicable.

▪ Assist with annual benefit enrollment, assist employees with new hire benefit enrollment and life event changes. Provide information regarding company benefits and assist with enrollment in the retirement plan.

▪ Attend seminars and training, read professional publications, maintain personal networks and participate in professional organizations to maintain and enhance core competencies.

▪ Expected to adhere to safe work practices, follow GMP and HACCP guidelines, maintain sanitary conditions and ensure that product quality is maintained in order to maintain SQF Level 3 certification. Report to management any conditions or practices that may adversely affect food safety, food quality or personnel safety.

▪ Maintain a positive work atmosphere by communicating in a professional manner with customers, clients, co-workers and management.

▪ Participates in teams (i.e. HR Strategy Teams, Plant Continuous Improvement Teams, etc.).

▪ Trouble shoot and problem solve payroll/HRIS system issues and engage vendor as necessary.

▪ Prepare reports as necessary for management, accounting, and outside vendors.

▪ Maintain payroll related documentation.

▪ Performs other duties as assigned.

EDUCATION AND EXPERIENCE REQUIRED:

▪ Previous payroll, HR, and/or accounting experience preferred.

▪ Highly organized with strong attention to detail and ability to maintain a high level of accuracy.

PREFERRED EDUCATION, EXPERIENCE AND SKILLS:

▪ Associates Degree in Business, Human Resources Management, or Organizational Development or equivalent combination of education, training, and/or experience.

▪ Ability to work independently, handle multiple tasks and problem solve effectively.

▪ Excellent verbal, written and presentation skills.

▪ Exceptional computer skills in Microsoft® Office Suite (Access, Excel, Outlook, PowerPoint, Publisher, Word).

▪ PHR or other relevant certification preferred.

▪ Certified Payroll Professional (CPP).

The above statements are intended to describe the general nature of the work and may not include all of the duties required of the position.

EEO/AAP/Vets/Disabilities

Qualifications

Behaviors

Required

  • Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Preferred

  • Team Player: Works well as a member of a group

  • Dedicated: Devoted to a task or purpose with loyalty or integrity

Motivations

Required

  • Self-Starter: Inspired to perform without outside help

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)

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