Payroll Analyst

The Payroll Analyst is responsible for ensuring payrolls are completed and benefits are administered in accordance with regulatory requirements. This position also creates customized and recurring reports, prepares general ledger entries and monthly accruals, conducts internal payroll data audits and maintains internal control practices.

RESPONSIBILITY LEVEL:

Implements strategies to achieve the goals for the organization and the payroll department. Implements, revises, and sustains policies, procedures and programs. Typically works on projects and initiatives that span 3 – 12 months.

PRINCIPAL DUTIES:

1. Calculates and prepare general ledger entries and monthly accruals. Researches general ledger accounts open items and discrepancies.

2. Customize and design reports for internal and external reporting both in Business Intelligence and Excel.

3. Provides subject-matter expertise of payroll processes, policies and requirements for system implementations, integrations and tests.

4. Performs activities necessary to process the bi-weekly and weekly payroll as outlined in the standard operating procedures and to ensure its accuracy by completing audits and balancing procedures.

5. Ensures tax payments are disbursed and regulatory reporting requirements are accomplished timely and accurately.

6. Maintains, analyzes and audits payroll and related records necessary to administer and validate employee benefits and payroll taxes.

7. Identifies opportunities for process improvements within the Finance department as it pertains to payroll processing, operations and accounting and recommends related changes that lead to improvements.

8. Provides payroll expertise for cross functional projects and with cross functional teams.

9. Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities and special assignments. May serve as a team member or subject matter expert on formal projects or within the department. Effectively engages in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change.

10. Problem Solving: Light supervision; works independently. Periodic review of work by manager or senior coworker. Solves problems of moderate to advanced complexity; able to identify root cause, interpret data and resolve issues.

11. Technical Skill: Understands and applies professional principles and skills within area of specialization to modify processes to resolve situations.

12. Community Engagement: Champions Goodwill’s community engagement initiatives and serves as an ambassador for Goodwill in the wider community.

13. Responsible for completing other duties/responsibilities as assigned.

REQUIREMENTS:

1. Two years of college education or experience equivalency, and a minimum of 3 years’ experience.

2. Certified Payroll Professional certificate preferred.

3. Experience processing or analyzing payroll for large organization.

CORE CULTURAL COMPETENCIES:

1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.

2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.

3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.

4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.

5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.

6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.

PHYSICAL/SENSORY DEMANDS:

Remain stationary for extended periods of time, repetitive use of hands for computer tasks, vision required for computer entry.

When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case.

Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change.

In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories.

Equal Opportunity Employer

(SEW)

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)