What are the responsibilities and job description for the Payroll Account Administrator position at BakerRipley?
As a member of the Youth Payroll Team, you will join an incredibly talented and hardworking Workforce Solutions-FAPO department dedicated to accurate and timely payments to the payroll service provider through successful staffing and invoice management and advance BakerRipley's impact in the Houston region.
- Ensures compliance with contractual obligations, including service level agreements (SLAs) and performance metrics.
- Serves as the primary point of contact for the PEO for assigned partners.
- Coordinate activities to problem-solve with PEO and partners to address any issues or concerns promptly and escalate as necessary.
- Monitor key performance indicators (KPIs) to assess the effectiveness of payroll services. Conduct regular audits and quality checks on payroll processes and outputs.
- Publish KPIs and outcomes of payroll process to all Workforce Solutions partners.
- Strong Attention to Detail
- Communication Skills : Excellent written and verbal communication skills are necessary, regular communication is required with PEO staff, youth employees, as well as operational, HR, and accounting teams.
- Problem-Solving Abilities
- Professionalism and Confidentiality : Upholding professionalism and maintaining strict confidentiality regarding employee payroll information.
- Ability to run queries and reports, preparing payroll reports for management or auditing purposes
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)
