SUPERVISOR, PAYROLL (COMPTROLLER) ACTIVELY RECRUITED

Cook County Offices

Under The President

Administrative Hearings

Auditor

Bureau of Administration

Bureau of Economic Development

Bureau of Finance

Bureau of Human Resources

Bureau of Technology

Facilities

Office of the President

Job Summary

Assist with reviewing, releasing, and processing payroll materials from all departments and agencies of the County on a bi-weekly basis. Manage aspects of payroll processes to ensure payroll compliance and accuracy. Oversee the administration of payment for regular wages, overtime wages, payouts, payment awards, and other compensation related distributions with technical expertise. Provide day-to-day work direction and supervise to maintain steady workflow and productivity in payroll. Provide support with systems payroll, Cook County Time (CCT) and Attendance Systems, and Enterprise Resource Planning (ERP) system implementations. Work collaboratively with Human Resources and County technical teams to ensure accurate payroll processing and to resolve / prevent payroll system glitches. Maintain payroll policies and procedures. Prepare, review, and submit quarterly payroll taxes and coordinate the W-2 process and payroll reporting.

Minimum Qualifications

• Graduation from an accredited college or university with a Bachelor's Degree or higher and
• Four (4) years of payroll utilizing an ERP system or of directly related experience is required.
• Two (2) years of prior supervisory or lead experience is required .

C andidates who are contacted will be required to produce original required documents (e.g., current driver's license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit required documents.

KNOWLEDGE, SKILLS, ABILITIES AND OTHER CHARACTERISTICS

Physical Requirements

Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.

The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.

Benefits Package

For further information on our excellent benefits package, please click on the following link :

http : / / www.cookcountyrisk.com /

The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.

Falsification of any information in the application process will result in disqualification, dismissal after hire, and / or placement on the County's Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County's Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty , 44-56 Political Discrimination ; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification ; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List ; and Cook County Personnel Rules 3.3(b) (7) (d)

EEO Statement

Cook County Government is an Equal Employment Opportunity ("EEO") employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.

NOTE : As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.

Social Media Disclaimer

The County's hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County's hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.