Payroll Manager

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:

• Payroll Administration

• Process accurate and timely weekly and semi-monthly payrolls for hourly and salaried employees, including timekeeping, overtime, bonuses, commissions, deductions, garnishments, taxes, and benefit and retirement contributions.
• Reconcile payroll registers, liabilities, deductions, contributions, and general ledger entries in partnership with Finance.
• Maintain and execute appropriate payroll and compensation controls, including segregation of duties, documented approvals, system access and change controls, reconciliations, and retention of supporting documentation, in alignment with applicable Sarbanes-Oxley (SOX) requirements and Company policies.
• Support internal, external, and SOX audits by preparing documentation, responding to requests, addressing findings, and implementing corrective actions to strengthen compliance and control effectiveness.
• Manage payroll tax filings, quarterly and year-end reporting, W-2 preparation, audit-ready records, and resolution of payroll discrepancies and escalated inquiries.
• Ensure compliance across all states in which the Company employs workers, including regular and final wage payments, overtime, minimum wage, deductions, wage statements, pay frequency, paid leave affecting payroll, garnishments, payroll taxation, and recordkeeping.
• Process employee separations and other payroll events in accordance with state-specific timing and payment requirements, including final wages and other amounts due.
• Monitor federal, state, and local regulatory changes and implement necessary system, process, policy, and communication updates.

• Compensation Management

• Develop and administer salary structures, pay grades, hourly wage ranges, incentive programs, and related compensation policies and procedures.
• Conduct ongoing market pricing and benchmarking across the geographic markets in which the Company operates; analyze internal pay equity and compensation trends; and recommend actions to maintain competitive, equitable, and compliant pay practices.
• Ensure compliance with applicable federal, state, and local pay transparency, salary-range disclosure, equal-pay, and pay-equity requirements, including required postings, disclosures, recordkeeping, and related process updates.
• Support annual merit reviews, promotional increases, incentive compensation, job-grade evaluations, and other pay decisions.
• Administer annual bonus and commission programs, including eligibility, calculations, approvals, plan documentation, participant communications, payroll coordination, and maintenance of accurate supporting records.
• Partner with HR leadership and Finance on compensation budgeting, labor-cost forecasting, workforce planning, and financially sustainable pay programs.
• Maintain job classifications, compensation documentation, decision-support tools, and manager guidance.
• Evaluate and document positions for exempt or non-exempt status under the Fair Labor Standards Act (FLSA) and applicable state wage-and-hour laws, partnering with Human Resources and legal counsel as appropriate to maintain accurate classifications.
• Prepare, coordinate, and submit required federal, state, and local compensation, pay-equity, salary, workforce, and demographic reporting and studies, maintaining accurate supporting data, job classifications, and documentation to meet applicable requirements.

• Systems, Reporting, and Process Improvement

• Serve as the functional owner and subject-matter expert for Paylocity and related payroll, HRIS, timekeeping, finance, and reporting integrations.
• Lead system configuration, reporting, testing, upgrades, integrations, data validation, troubleshooting, and vendor coordination to ensure reliable and scalable processes.
• Proactively identify and implement automation and process improvements that reduce manual work and duplicate entry, strengthen controls and data quality, improve data flow, and enhance employee and manager self-service.
• Develop payroll, compensation, labor-cost, headcount, and operational reports; analyze trends to support budgeting, cost control, workforce planning, and management decisions.
• Maintain appropriate controls, documentation, data security, and confidentiality across payroll and compensation systems and processes.