FUNCTIONAL

JOB CODE: 6111-6115 FUNCTIONAL: Finance and Administration

JOB TITLE: Payroll Analyst SUBFUNCTIONAL: Accounting

PRIMARY RESPONSIBILITY:

Payroll Analyst (Levels 1 through 5): Ensures payroll is processed with speed and accuracy. Serves as liaison to employees and with third party payroll vendors to ensure payroll processing accurately reflects company specific pay policies. Audits employee pay records and reconciles totals by department, location, country, etc. Coordinates third party payroll system implementations and upgrades. Works directly with employees to resolve outstanding payroll inquiries. Ensures timely and accurate input of employee status and pay changes from employee, other departments, etc. Ensures FLSA status is correctly captured in the system per employee. Interprets pay policies, e.g. vacation, LOA, disability, workers compensation, union contracts, government regulations, withholding exemptions, etc and ensures appropriate amounts/deductions are calculated and applied to the various accounts correctly. Ensures company compliance with federal and state payroll requirements. In house payroll expert, staying current with changes in the law. May assist with audits such as, internal, workers compensation, state, federal, etc. for correctly classifying and paying employees. May prepare tax reports and related documentation. Documents payroll processes and procedures. May train support payroll staff. May be a back up to those who perform specialized tasks or activities on a regular basis such as stock option exercises, document filings with SEC, or sales commission calculation reviews. Survey Tip: This job does not manage/supervise people. If people management is included, match to Payroll Mgmt (3121-3125).

NOTE: This job has been placed in a professional category for orientation purposes only. This placement should not be considered a recommendation from Radford Surveys concerning employee exemption status. Participants are reminded to apply appropriate FLSA salary and duties tests to determine overtime eligibility. Do not rely upon job title or reported market practices for guidance.

LEVELING REQUIREMENTS:

Level 1:

· KNOWLEDGE: Learns to use professional concepts. Applies company policies and procedures to resolve routine issues.

· JOB COMPLEXITY: Works on problems of limited scope. Follows standard practices and procedures in analyzing situations or data from which answers can be readily obtained. Contact with others is primarily internal.

· SUPERVISION: Normally receives detailed instructions on all work.

· EXPERIENCE: Typically requires no previous professional experience.

Level 2:

· KNOWLEDGE: Uses professional concepts; applies company policies and procedures to resolve a variety of issues.

· JOB COMPLEXITY: Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors. Exercises judgment within defined procedures and practices to determine appropriate action. Has internal and some external contacts.

· SUPERVISION: Normally receives general instructions on routine work, detailed instructions on new projects or assignments.

· EXPERIENCE: Typically requires a minimum of 2 years of related experience. In some companies, the requirement will be less.

Level 3:

· KNOWLEDGE: Uses skills as a seasoned, experienced professional with a full understanding of industry practices and company policies and procedures; resolves a wide range of issues in imaginative as well as practical ways. This job is the fully qualified, career-oriented, journey-level position.

· JOB COMPLEXITY: Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Interacts with senior internal and external personnel.

· SUPERVISION: Normally receives little instruction on day-to-day work, general instructions on new assignments.

· EXPERIENCE: Typically requires a minimum of 5 years of related experience. In some companies, the requirement will be less.

Level 4:

· KNOWLEDGE: Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Some barriers to entry exist at this level (i.e., dept/peer review).

· JOB COMPLEXITY: Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Internal and external contacts often pertain to company plans and objectives.

· SUPERVISION: Determines methods and procedures on new assignments, and may provide guidance to other personnel.

· EXPERIENCE: Typically requires a minimum of 8 years of related experience. In some companies, the requirement will be less. At this level, graduate coursework may be desirable.

Level 5:

· KNOWLEDGE: Having broad expertise or unique knowledge, uses skills to contribute to development of company objectives and principles and to achieve goals in creative and effective ways. Barriers to entry such as technical committee review exist at this level.

· JOB COMPLEXITY: Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles. Exercises independent judgment in methods, techniques and evaluation criteria for obtaining results. Contacts pertain to significant matters often involving coordination among groups.

· SUPERVISION: Acts independently to determine methods and procedures on new or special assignments. May supervise the activities of others.

· EXPERIENCE: Typically requires a minimum of 12+ years of related experience. In some companies, the requirement will be less. At this level, graduate coursework may be expected.