Payroll/HRIS Administrator

Payroll / HRIS Administrator Job Description: The Payroll/HRIS Administrator will be responsible for payroll administration, with attention to process improvement and compliance with federal and state laws that impact the payroll/HR function; handling day-to-day HRIS (CBIZ/CentrallyHR) issues and questions pertaining to all aspects of pay, benefit deductions, and paid time off accruals, ensuring overall HRIS data integrity, and providing administrative support to the HR Director.

ESSENTIAL FUNCTIONS

Payroll Administration:

• The Payroll/HRIS Administrator will be responsible for all aspects of payroll administration, with attention to compliance with federal and state laws that impact the payroll function.  All Payroll activities will be reviewed and approved by the HR Director & CFO.
• Process payroll monthly and address items on the monthly payroll sheet, in partnership with the HR Director and reviewed/approved by the CFO.
• Updates employee GL allocations and cost centers. 
• Review and process approved expense reimbursements.
• Audit all benefit & 401K deductions against vendor invoices.
• Review and process employee pay and status changes.
• Creates ad-hoc payroll reports for the HR Director and CFO.
• Run off-cycle paychecks as required. 
• Help ensure year end reporting and tax documents are sent out timely.

II. Support Employees with HR/ HRIS Issues & Assist the HR Director

• Act as the first point of contact for employee inquiries and concerns dealing with HRIS (CBIZ/CentrallyHR) related issues.
• Provides administrative support to the HR Director, focusing on tasks such as maintaining employee records, and managing documentation.
• Assist with benefits enrollment, status changes, pay changes and memos.
• Assist with employee onboarding and offboarding.
• Assist with employee training and development initiatives.
• Maintain accurate employee records.
• Assist with benefits enrollment and HRIS data entry.
• Help with the logistics of employee training and development initiatives.
• Assist with employee communications and internal newsletters.

III. HRIS Data Integrity Duties:

• Partners with the HR Director to re/configure, streamline and maintain HRIS (CHR) modules having pay implications such as benefit plan deductions, accruals, leaves of absence, expense reimbursements, and pay/employment verifications.
• Conducts regular audits, and utilizes data collection and reporting to ensure CHR modules, system pay rules and processes pertaining to payroll processing, deductions, direct deposits, pto accruals/payouts, schedules, reimbursements, and the overall integrity of employee data kept over the employee lifecycle is well organized and aligned with company policy. 
• Ensures proper data maintenance necessary for the business leaders.
• In partnership with the HR Director, helps to ensure proper data collection necessary to be in compliance with relevant federal and state reporting requirements such as ACA, EEO-1, FMLA, etc. 
• Ensures HRIS data integrity by providing a second level CHR system review of new hires and existing employee profiles to ensure employee data files are complete. 
• Provides second level CHR system review and approval of all employee status changes, including full/part time status, pay, position, and any other changes to employment to ensure employee records are accurate.
• Helps ensure employee data classifications are clear, streamlined, and properly maintained, and that salary, hourly, and paid per unit pay rate tables and other HRIS categories have proper titles and descriptions, and are accurately recorded in the most efficient manner.
• In partnership with HR and leaders, ensures that Leaves of Absences (LOAs) and other paid and unpaid time off is accurately recorded in CHR to ensure fair and consistent policy administration.
• In partnership with the HR Director, develop ad hoc reporting as assigned to auto-feed updated employee information to our various benefit vendors. 
• Attend CHR training/updates and look for ways to continuously improve our processes, reduce redundancies, and provide a better end-user experience for managers of people and all employees.
• Creates job aids of own work processes for back up documentation. 
• Partners with the HR Director to create job aids for managers and employees on how to do timesheets and other common CHR/payroll requests like updating direct deposits, address and name changes.
• If requested, partner with the HR Director to bring students/ independent contractors/ vendors under the CHR umbrella.