Manager, Payroll

Summary:

Overview

The Payroll Manager assists the Senior Payroll Manager and Payroll Director in accurately processing payroll for around 1300 union and non- union employees, in a multi-state tax environment.

Who We Are

The Financial Control team manages the organization’s accounting function which includes Accounts Payable, Payroll, Corporate Card Administration, Travel and Expense Management, Banking and Merchant Account Set Up, and all other general accounting areas. The FC team also produces the annual IRS Form 990 and annual audited financial statements, as well as oversees the monthly financial close process and production of financial statements and reports to guide decision-making

What You’ll Do

In this role you will be a vital part of payroll operations, payroll analysis and reporting functions, and serving to support our benefits and compensation teams.

• Manager, Payroll reports directly to the Director, Payroll has no direct reports.
  
  

Where and When You’ll Work

• This position is based at the ASPCA’s 8th Avenue office in New York, NY but does not require full-time onsite work; the role allows for flexibility to work from home to the extent approved by the manager and Department Head.
• This position is generally expected to work Monday – Friday, approximately during standard business hours in the Eastern time zone and specifically be available by 9:00 AM ET on Monday mornings.
• This hybrid position requires the ability and willingness to report to ASPCA locations in New York, NY up to about 1-2 days per week, and travel up to 5% annually (1-2 trips per year), as needed.
  
  

Compensation

What You’ll Get

The target hiring range is based on where the employee works, which for remote roles is the employee’s primary location of residence, and its respective cost of labor. You can view which zone applies to you based on your location (aspca.app.box.com/v/aspcazonetable). For questions regarding locations not on the list, please send an email to Careers@aspca.org for more information.

Starting pay for the successful applicant will depend on a variety of factors, including but not limited to education, training, experience, location, business needs, internal equity, market demands or budgeted amount for the role. The target hiring range is for new hire offers only, and compensation may increase beyond the maximum hiring range based on performance over time. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary ranges for this role are set forth below and may be modified in the future.

• Zone 1: $28.85 - $30.77
• Zone 2: $31.73 - $34.13
• Zone 3: $35.10 - $37.50
  
  

Benefits

At the ASPCA, you don’t have to choose between your passion and making a living. Our comprehensive benefits package helps ensure you can live a rewarding life at work and at home. Our benefits include, but are not limited to:

• Affordable health coverage, including medical, employer-paid dental and optional vision coverage.
• Flexible time off that includes vacation time, paid personal time, sick time, bereavement time, paid parental leave, and 10 company paid holidays that allows you even more flexibility to observe the days that mean the most to you.
• Competitive financial incentives and retirement savings, including a 401(k) plan with generous employer contributions — we match dollar-for-dollar up to 4% and provide an additional 4% contribution toward your future each year.
• Robust professional development opportunities, including classes, on-the-job training, coaching and mentorship with industry-leading peers, internal mobility, opportunities to support in the field and so much more.
  
  

Responsibilities:

Responsibilities

Responsibility buckets are listed in general order of importance. They include, but are not limited to:

Payroll Operations:

• Calculate, complete and settle payroll
• Create and upload EIBs for holiday time entry, homestead payments, and life credit into Workday
• Make necessary payroll inputs (missing hours, retroactive amounts, lunch adjustments, union dues set-ups and state and local tax changes)
• Create on demand checks for Cash in Lieu requests
• Calculate special payments and verify accuracy of and entered payroll data into the payroll system
• Setup federal, state & local tax allocations
• Process cost allocations based on cost center’s requests
• Review sub periods to ensure deductions are accurately prorated
• Serve as a back-up to the Senior Payroll Manager. When serving in this capacity, run ADP integrations and Process Empower 401(k) payments/reconciliations
• Audit the benefit changes and compensation changes
• Review, calculate and prepare all retroactive adjustments, advances and manual checks in accordance with company policy
• Processing garnishments and employee 401(k) loans
  
  

Payroll Analysis and Reporting Functions:

• Assist in the timely and accurate submission and processing of both the union and non-union payrolls
• Assist in coordinating the receipt of data, calculating special payments verifying accuracy of and entering the payroll data into the payroll system
• Analyze the address report for state changes and local tax implications
• Assist in the review and reconciliation of all payroll accounts
• Assist in researching and resolving all employees’ inquiries relating to payroll
• Maintain required records, reports and files in compliance with regulatory agencies
• Promptly execute all post-processing audits to validate payroll accuracy and make any necessary adjustments with the goal of an error-free payroll
• Field employee questions regarding payroll
• Interact with and communicate to employees, managers, service providers, and internal departments regarding required documentation and procedures
• Work with Payroll consultants in resolving any payroll Workday issues
• Support Senior Payroll Manager and Payroll Director on special projects and ad-hoc reporting as needed
  
  

Benefits Function:

• Support in identifying and correcting benefit discrepancies due to administrative errors
• Serve as the Payroll benefits liaison by ensuring that all data is flowing accurately to payroll on a weekly basis including but not limited to 401(k) salary reductions, 401(k) initial enrollments, transit check changes, pet insurance changes, and FMLA/disability leave pay
• Set up, adjust or stop 401k loans
  
  

Compensation Function:

• Support in identifying and correcting compensation discrepancies due to administrative errors
• Serve as the Payroll compensation liaison by ensuring that all data is flowing accurately to payroll on a weekly basis including but not limited to new hires, terminations, merit increases, compensation adjustments, and one-time payments
  
  

Other Responsibilities:

• Create and maintain job aids to assist employees with managing their payroll and personal data
• Analyze and provide variance explanations for monthly deduction accounts such as Union Dues, Transit Check, and Flexible Spending
• Complete payroll employment verifications and information subpoenas
  
  

Qualifications

• Demonstrates knowledge of payroll functions, procedures, and controls.
• Demonstrates knowledge of basic accounting principles and comprehension of controls for audit compliance
• Familiar with payroll audit procedures and familiarity with regulations and requirements as they pertain to payroll processing
• Understanding of 401K plans, including employee deferral, employer matches and contributions
• Experience with payroll software; knowledge of Workday
• Excellent Microsoft Excel and Word skills
• Strong verbal and written communication skills
• Strong math skills; read technical information; composes a variety of documents, and solve practical problems
• Ability to research & handle extremely confidential information in a professional & discretionary manner.
• Strong PC Skills (Microsoft Office including Excel & Word), required
• Strong writing skills for internal correspondence
• Proven ability to follow –up and respond to customer requests and inquiries
• Ability to exemplify ASPCA’s core values and behavioral competencies.
  
  

Language

• English (required)
  
  

Education And Work Experience

• Bachelor’s degree preferred
• Minimum of five (3-5) years demonstrating exceptional experience processing payroll (Full Time, Part Time, Salaried, Hourly, etc.)
• Experience working with an automated payroll system, preferably ADP Smart Compliance and Workday
• Experience with working through systems changes and upgrades
• Experience with unions and union contracts. (Paid Time Off (PTO- banks), differentials, over time (OT), Skill Based Pay (SBP)
• Specific knowledge required to satisfactorily perform the functions of the job includes; payroll processing principles; business telephone etiquette; an applicable code, laws, rules and regulations
• Working knowledge of payroll audit procedures and familiarity with SOX regulations and requirements as they pertain to payroll processing
  
  

Language:

Education and Work Experience:

Our EEO Policy:

The ASPCA is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the ASPCA’s standard application process, which will ensure an equal employment opportunity without imposing undue hardship on the ASPCA. Please inform the ASPCA’s People Team if you need an accommodation in order to complete any forms or to otherwise participate in the application process.

Individuals seeking employment are considered without regards to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

ASPCA is an Equal Opportunity Employer (M/F/D/V).

About Us:

The ASPCA was founded in 1866 on the belief that animals are entitled to kind and respectful treatment by humans and must be protected under the law. As a 501(c)(3) not-for-profit corporation with more than two million supporters nationwide, the ASPCA is committed to preventing cruelty to dogs, cats, equines, and farm animals throughout the United States.

The ASPCA is headquartered in New York City, where we maintain a full-service animal hospital, spay/neuter clinic, mobile spay/neuter and primary pet care clinics, a rehabilitation center for canine victims of cruelty, kitten nursery, adoption center, and two community veterinary centers.

The ASPCA also operates programs and services that extend nationwide. We assist animals in need through on-the-ground disaster and cruelty interventions, behavioral rehabilitation, animal placement, legal and legislative advocacy, and the advancement of the sheltering and veterinary community through research, training, and resources.

At the ASPCA, we are committed to fostering a collaborative and compassionate culture and we welcome all voices to contribute to our lifesaving mission. Our staff represent a vast array of backgrounds and diversity dimensions, bringing with them valuable experiences and perspectives. They join the ASPCA to learn, grow, and continually do their best work on behalf of animals. We are inspired by our staff, partners, and the communities we support across the country who work to improve animal lives. We are committed to diversity, equity, and inclusion at the ASPCA because it elevates our organizational culture, aligns with our Core Values, and enables us to move further and faster toward the ASPCA’s vision – that all animals live good lives; valued by society, protected by its laws, and free from cruelty, pain and suffering.

Your Employee Rights Under the Family and Medical Leave Act:

Pursuant to regulations of the Family and Medical Leave Act (FMLA), we provide this notice to applicants about eligible employees’ protected leave for certain reasons. Click on the link to learn more.

Applicants that are residents of Colorado and Oregon: Per CO Senate Bill 23-058 and ORS 659A.030, we cannot generally request or require any age-related information (i.e., age, DOB, attendance or graduation dates from an educational institution) on an initial employment application; this includes any age-related inquiries through completion of the initial interview. We can require/request additional application materials; if those materials contain any age-related information, an applicant should redact the information before submitting an initial employment application.

Indiana Applicants: Pursuant to Indiana law, we are providing notice that it is an unlawful employment practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by: (1) refusing to employ an applicant for employment on the basis that the applicant is a veteran of the armed forces of the United States; or (2) refusing to employ an applicant for employment on the basis that the applicant is a member of the Indiana National Guard or a member of a reserve component. Should you feel that you were a victim of discrimination on the basis of veteran status, please let us know at careers@aspca.org. Alternatively, you can file a complaint with the following agencies at any time: Indiana Civil Rights Commission (ICRC) 100 North Senate Avenue, Room N103, Indianapolis, IN 46204; Office: (317) 232-2600 | Toll Free: (800) 628-2909; Hearing Impaired: (800) 743-3333 | Fax: (317) 232-6580; E-mail: icrc@crc.in.gov | Website: www.in.gov/icrc. Equal Employment Opportunity Commission - Indianapolis Field Office; 115 W. Washington Street South Tower Suite 600; Indianapolis, IN 46204; Phone: 463-999-1240; Fax: 317-226-7953; TTY: 1-800-669-6820;ASL Video Phone: 844-234-5122.

Massachusetts Applicants: Per Massachusetts law, we are providing notice that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Philadelphia Applicants: You may view your rights under the Fair Criminal Record Screening Standards Act here.