Human Resources Payroll Administrator

Payroll

• Run semi-monthly payroll independently for a multi-entity, multi-state, multi-site organization — covering everything from initial review to funding, reconciliation, and reporting.
• Review pay registers and flag discrepancies to confirm correct handling of hours, overtime, bonus and commission payouts, expense reimbursements, leave balances, deductions, and wage garnishments.
• Handle special payment situations — corrections, back pay, manual checks, off-schedule runs, and final paychecks — in line with approvals and each state's required timing.
• Serve as system owner for the payroll and timekeeping platform, managing pay calendars, pay/deduction codes, approval workflows, and exceptions on time records.
• Work with site leaders and HR staff to clear up missed clock-ins, overtime issues, meal-break flags, and unapproved hours before each cutoff, and coach teams on payroll/timekeeping expectations.
• Oversee wage garnishments and support orders, respond to payroll-related tax notices, and manage related agency communications.
• Cross-check payroll figures, withholdings, and employer contributions with the Accounting team, and assist with quarter- and year-end closing, W-2 verification, and audits.

Onboarding

• Take full ownership of the new-hire experience from accepted offer through the end of the probationary period, acting as the main point of contact to keep every step on track.
• Work directly with hiring managers to line up start dates, first-week agendas, equipment/access provisioning, and job-specific training so new employees can contribute right away.
• Prepare and collect required new-hire documents — I-9/E-Verify, tax withholding forms, direct deposit setup, and state new-hire filings — within required timeframes.
• Lead orientation sessions covering pay practices, time tracking, benefits enrollment, company policy, and mandatory compliance training.
• Track each new hire's progress against an onboarding checklist, follow up with managers on their assigned tasks, and ensure completed documentation lands in the personnel file.
• Follow up with new employees and their managers at set points during the first 90 days, resolve any open issues, and feed lessons learned back into improving the onboarding process.