Payroll and Benefits Administrator

Are you looking for a newly created opportunity that will allow you to use your Payroll and benefit administrator skills? If so, ConMet in Monroe, NC is now hiring!
The Payroll and Benefits Administrator's primary responsibility is to oversee the accuracy and timeliness of weekly (hourly and salary) payroll processing, reconciliation and payroll reporting for Monroe plants and Benefits administration
Specific Job Responsibilities:
•Accurate and timely processing of the weekly hourly and salary payroll for approximately 400 employees, including reviewing timesheets, auditing data, working with Supervisors and Managers to ensure accurate hours and pay, reviewing reports, reconciling and balancing hours.
•Ensure accurate payroll deductions through garnishment processing, 401k loan administration, and managing files between benefits system and payroll system.
•Ensure compliance with applicable federal and state wage and hour laws. Ensure HR policies related to payroll are administered correctly and consistently.
•Maintain weekly payroll files and applicable backup. Maintain employee benefit files including beneficiary forms.
•Weekly payroll reporting including payroll registers, earnings reports, and general ledger files.
•Weekly 401k and HSA benefit funding.
•Maintain Time & Attendance system (UTA) ensuring proper employee and company level set up.
•Local management of short and long term disability and employee leave requests.
Qualifications:

• 2+ years of payroll processing experience.
• Associate's degree in business preferred.
• Prior HRIS experience with UltiPro required.

About ConMet
ConMet, a division of Amsted Industries, is a leading global supplier of wheel hubs, aluminum castings, and structural plastics to original equipment manufacturers and aftermarket channels in the commercial vehicle industry. Founded in 1964, ConMet innovation has been critical in designing, engineering, and manufacturing revolutionary technologies for trucks and trailers. Today, ConMet products are standard equipment on most heavy-duty vehicles in North America and have a growing footprint worldwide.
ConMet is committed to creating products and services that align with critical customer needs. The development of more efficient products, processes, and technology that transform the way customers run and maintain their vehicles is central to ConMet's vision.
Diversity & Inclusion Pledge
At ConMet, differences are not ignored, but celebrated. Our goal is to encourage a deeper knowing of our people, pulling out knowledge and experiences to ignite creativity. We are committed toachieving workplace equityby intentionally creating a work environment where all people are respected, accepted and have a sense of belonging.
Because people are what drive our success, ConMet's Diversity and Inclusion program empowers all employees to embrace their individuality and share their abilities to further our innovations, thus improving the lives of our employees and customers, and strengthening our position as a leader in our market.
Compensation & Benefits

• Comprehensive employee benefits package, including medical/dental/vision coverage, life and disability protection

• Innovative vacation plan
• Participation (100% company paid) in the ConMet/Amsted Employee Stock Ownership Program (ESOP)
• Company 401k program match
• Wellness reimbursement

ConMet provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression or any other characteristics protected by federal, state, or local laws ("Protected Characteristics"). Ensuring fair wages is an important Company value. Accordingly, the Company will not pay wages to any employee at a rate less than the Company pays to other employees for work that is substantially equivalent and requires comparable skills unless a bona fide factor justifies a pay differential. The Company prohibits pay disparity based on Protected Characteristics or prior salary history. The Company prohibits retaliation against employees for discussing compensation.