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Payroll Tax Administrator

Adams and Associates, Inc.

This is a Contract position in Rockford, IL posted October 8, 2021.

POSITION SUMMARY: Adams and Associates, a 100% employee owned company, is seeking a talented Payroll/Tax Administrator to join our team.

Our core business brings education and employment opportunities to at-risk youth across the US through our successful operation of Job Corps Centers.

QUALIFICATIONS & EXPERIENCE: You Have: Strong problem-solving skills, basic accounting principles knowledge, documentation skills, research and resolution skills, data analysis, multi-tasking and customer service skills Ability to communicate effectively, verbally and in writing across all levels of the organization Ability to interact with employees and vendors in a professional manner Have strong organizational and leadership skills to meet the demands of various partners An analytical mind and with good math skills Requirements: Bachelor’s Degree preferred.

Previous payroll experience required.

Years of experience considered in lieu of degree.

Certified Payroll Professional (CPP) a plus.

Analytically adept, computer literate with spreadsheet proficiency Excellent organizational and writing skills Experience with Microsoft SL Dynamics and UltiPro desired RESPONSIBILITIES: Responsible for the preparation and processing of biweekly payroll for Corporate and Executive employees.

Process company-wide weekly, monthly, quarterly and yearly Federal and State payroll taxes Make timely payroll tax payments as required by taxing jurisdictions Submit all 941’s, 940’s and SUTA returns Responsibility to work with payroll service provider to maintain up to date tax rates and resolve payroll tax issues, including responsibility for tax recalculating during corrections.

Ensure systems are set-up and updated to reflect the Company’s current employee base, including wages, benefits, sick and vacation time Review and ensure accuracy of approved timesheets, track and deduct all garnishments, tax levies, child support orders, 401k loan deductions, along with other miscellaneous payroll deductions.

Remain up to date on regulations to ensure compliance, including compliance with tax and labor laws Balancing payroll files and reports Year-end processing Generate W2’s at year end, including responsibility for 1095 reporting Research and resolve tax notices/discrepancies referred by government, state and local agencies in a timely manner to mitigate potential penalties and interest Support external financial audits Resolves and handles questions regarding payroll discrepancies by collecting and analyzing information.

Responsible for all benefits census and audits, including ESOP, 401K, Health, etc.

Responsible for any other additional payroll disbursements and record keeping Responsible for corporate Workman’s Comp Insurance calculations, reporting, and audits.

Ability to be flexible with changing work requirements and expectations.

Navigating through multiple database applications Analysis of payroll data and practices, applying relevant laws, regulations and principles.

Keep open communication with Center Staff regarding payroll and benefits items Respond to Center requests for payroll information and technical assistance Critically review and analyze current payroll, benefits and tax procedures to recommend and implement changes leading to best-practice operations Audit W-4s, payroll balance sheets, YTD earnings, etc.

Partner with HR in aligning and implementing the payroll system with employee benefits.

Manage regular preparation of relevant management reports, including weekly, monthly, quarterly and year-end reports (gross payroll, headcount, hours worked) and EEOC Reporting Other duties or tasks assigned as needed 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)