Payroll Coordinator - Reston, Va

Purpose

Maintain, track, and prepare employee payroll data while ensuring timely processing of payroll. Ensure the organization remains up to date on payroll tax compliance.

Key Responsibilities

Leadership and Direction

• Perform work under moderate supervision. Receive direction on moderately complex assignments, tasks, and execution. Work is frequently reviewed by more senior staff to ensure application of sound techniques and principles. Review work produced by junior staff for quality assurance.

At the Operational and Company Level

• Verify the organization’s state and federal tax filings, address any notifications from tax authorities regarding payroll taxes.
• Prepare reports required for audit operations including workers compensation.

Do the Work

• Gather information on hours worked for each employee.
• Update data with salary or wage adjustments.
• Issue physical or replacement checks or direct deposits due to payroll errors or final discharge.
• Calculate employee pay based on hours worked, overtime, deductions, leaves, and bonuses.
• Prepare and execute pay disbursements.
• Prepare and disseminate paystubs.
• Ensure proper processing of payroll deductions for taxes, benefits, charitable contributions, and other deductions.
• Track hourly rates, wages, compensation benefit rates, new hire information, and final separations.
• Monitor employee leave.
• Address inquiries regarding payroll from employees and superiors
• Prepare payroll reports for upper management and finance department.
• Coordinate with HR about changes in payroll.

Success Metrics and Competencies

Ideal candidate will consistently demonstrate…

• Ability to work both independently and within a team environment.
• High degree of discretion and ability to manage highly confidential information.
• Strong sense of urgency in responding to constituents.
• Effective verbal and written communication skills.
• Strong work ethic and commitment to quality.
• Self-reliance and ability to operate independently with limited direction.
• Effective working relationship with internal leaders and peers.
• Ability to effectively manage multiple time-sensitive tasks.
• Basic understanding of financial reports and metrics.
• Data analysis and interpretation skills.

Education, Work Experience, Licensure/Certifications, and Technical Requirements

• Bachelor’s degree or commensurate relevant experience preferred.
• Entry level position, no prior experience required. Any payroll administration experience a plus.
• Strong understanding of accounting fundamentals, payroll best practices, and payroll related legislations and regulations.
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).

Physical Demands and Working Environment

• Primarily indoor professional office environment which may include bright/dim light, noise, fumes, odors, and traffic.
• Mobility around an office environment.
• Frequent and prolonged use of standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
• Occasional lifting or carrying up to 20 pounds.
• Occasional pushing or pulling up to 20 pounds.
• Occasional reaching outward or above shoulder.

Note: While this job description is intended to be an accurate reflection of the job requirements, it is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Management reserves the right to modify, add, or remove duties from particular jobs and to assign other duties as necessary at any time with or without notice.

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Behaviors

• Team Player: Works well as a member of a group

Motivations

• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)