Senior Payroll Administrator

Job content

Position:Senior Payroll Administrator

Salary Banding: £28,000 - £34,000 (dependent on qualifications and experience)

Hours: Full Time / Perm / Mon-Fri/ 37.5 hours

Location:Remote (UK) with occasional travel to offices when required.

Purpose of Role:

• To deliver a high quality and accurate Payroll on a monthly basis, ensuring that all calculations and exceptions are managed in accordance with company policy. To provide some technical payroll knowledge to maximise payroll accuracy and ensure statutory payments are made accurately and on time.

Responsible for:

• Reviewing input from the HR (Workday) and Time and Attendance (eTime) systems for accuracy, comparing pay periods and investigating variances in a timely manner to ensure the accuracy of the payroll.
• Responsible for the delivery of the monthly payroll of circa 8,000 employees
• Providing technical guidance to support the team members in processing pay and resolution of queries.
• Work closely with HR colleagues to support prompt resolution of queries.
• Providing an excellent customer service to employees and external organisations in relation to payroll, being the first escalation point for payroll queries.
• Performing balance sheet reconciliations
• Preparation of ad hoc payroll reports where required
• Issuing of tax forms such as P45’s, P60’s and P11d’s.
• Checking and auditing of payroll input from the team members ensuring appropriate SOX controls are adhered to.
• Administer Auto-Enrolment, Pension contributions and Salary Sacrifice arrangements ensuring compliance with policy and legislation.
• Ensuring 3rd party payments and remittances are made in accordance with deadlines.
• Calculate when required statutory payments such as SMP/SPP/ShPP for employees ensuring calculations are in accordance with current statutory rules.
• Investigating issues should they arise and put forward recommendations to the Payroll Manager for process enhancements where appropriate.

Essential Experience:

• Minimum of 3 years’ experience of working with a high volume in-house payroll
• Excellent customer service and written and verbal communication.
• Detail oriented and good understanding of Payroll legislation.
• Intermediate Excel & Word skills
• Accounts reconciliations
• Knowledge of SAP Globalview Payroll system

Experience Desirable:

• Knowledge of Workday and eTime is helpful but not essential.

Qualifications

• GCSE Maths and English
• Qualification in Payroll administration or equivalent desirable but not essential

Personal attributes

• High energy and thrives in a fast-paced, dynamic environment with a calm approach and ‘can-do’ attitude.
• Highly motivated and driven, achieving positive impact and meeting deadlines.
• Problem solver who is flexible and can adapt to change
• Ability to build relationships with both internal and external customers
• High attention to detail with a focus on recommending process improvements.

Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. Therefore, it is essential in making your application that you disclose any information requested in respect of applicable convictions and cautions (including, as applicable any reprimands or final warnings). This post may be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974, in which case applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act unless the conviction or caution is “protected” as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). Any such ‘protected’ conviction or caution is not subject to disclosure to employers, and cannot be taken into account. All guidance and criteria on the filtering of these cautions and convictions can be found in the DBS filtering collection, available here: https://www.gov.uk/government/collections/dbs-filtering-guidance. The fact that a pending charge, conviction, caution, reprimand or final warning has been recorded against you will not necessarily debar you from consideration for this role but any failure to disclose any such information will result in dismissal or disciplinary action.

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