4015 Payroll Technician

POSITION IDENTIFICATION

TITLE Payroll Technician

CLASSIFICATION NUMBER 4015

GRADE 13

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Director of Payroll 

GENERAL FUNCTION

The Payroll Technician is responsible for the processing and timely delivery of the semi-monthly payroll.  This position uses an understanding of the University’s in-house payroll system to accurately pay University employees while following applicable Internal Revenue code, Internal Revenue regulations, Department of Labor regulations, and Missouri State statutes.  The Payroll Technician performs a range of complex duties to ensure the accuracy of payroll calculations, processes the semi-monthly payroll, and maintains and provides detailed information to employees for specific payroll functions.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A high school diploma or the equivalent is required.  Specialized training beyond the high school level emphasizing payroll, accounting, purchasing, business office procedures, and/or bookkeeping is preferred.An equivalent combination of years of experience and education may be considered for substitution of educational requirements.

Experience: At least two years of progressively responsible administrative experience in Payroll or Human Resources or responsible bookkeeping, purchasing, and/or accounting experience is required. Experience with an in-house payroll system for an employer with at least two-hundred fifty employees is preferred.

Skills: Knowledge of payroll and accounting principles, payroll methods, Department of Labor regulations, and federal and state tax regulations is preferred.  The ability to learn, apply, and communicate policies, procedures, and regulations relevant to assigned functions is required.  The ability to work independently and evaluate and determine the correct course of action among many processes is required.  A functional knowledge of Word and Excel and other business-related software programs is required.  Strong organizational and time management skills are required.  The ability to prioritize work is required.  Excellent communication and interpersonal skills are required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Performs full-cycle processing for semi-monthly payrolls using an integrated HRIS/Payroll system, processes manuals, reissues, voids, adjustments, and labor redistributions, and maintains payroll records.

2. Helps to ensure proper payment of wages and salaries by using the in-house payroll system to correctly process salaries and reported hours worked and correctly compute overtime while meeting rigid deadlines.

3. Generates records for the semi-monthly payrolls showing each payee, hours worked for nonexempt employees, wages paid, associated withholdings for retirement, benefits, other contributions, and taxes withheld, maintains payroll records and accounts, and prepares journal entries related to payroll in a timely manner.

4. Reviews Personnel Action Forms for compliance with University policies, creates and updates records in the Human Resources/Payroll database for supplemental payments, and monitors all payments that are paid over multiple pay periods to ensure overpayments do not occur.

5. Provides instruction and guidance to employees regarding the use of payroll-related systems, including entry and approval of timesheets, online access to pay statements, etc., assists employees with problems accessing their timesheet, and contacts employees who have not submitted their timesheet for processing.

6. Audits records, answers or researches payroll-related inquiries from employees, administrators, internal auditors, other agencies, and the public which may be sensitive or confidential in nature, assists departments with applicable forms and processes, compiles and administers retroactive pay, researches payroll discrepancies, and processes payroll exceptions.

7. Reviews and audits time and self-service pay actions for compliance with applicable policies, processes, and practices.

8. Contributes to the overall success of Financial Services by performing all other duties and responsibilities as assigned, acting as a back-up for other positions as needed, maintaining high levels of accuracy, maintaining a professional demeanor and appropriate levels of confidentiality, and providing excellent customer service.

SUPERVISION

The Payroll Technician has no supervisory duties. 

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2025

JOB FAMILY 1

Factor 1: Educational/Experience Requirements of the Job

Level 5.0 - 680 Points: A combination of education and experience equivalent to a Level 5 as indicated by the Equivalencies Chart, when permitted by the Minimum Acceptable Qualifications.

Factor 2: Complexity and Technical Mastery

Level 4.0 - 370 Points: In addition to considerable skill in oral and written communication, the ability to make basic mathematical calculations, the ability to understand and follow instructions, knowledge of moderately complex or other work procedures, and the ability to work independently and coordinate a variety of activities and events, the job requires specific professional skills and/or skills in managing a wide variety of complex processes.

Factor 3: Responsibility for the Work of Others

Level 2.0 - 30 Points: Occasional responsibility to direct the work of one or more student workers and/or temporary part-time workers. The requirement to supervise others is not a regular job duty, but may occur on an intermittent or irregular basis. The nature of the required supervision is largely confined to assigning work or tasks to others and does not include a full range of supervisory responsibilities.

Factor 4: Guidelines

Level 3.0 - 220 Points: The work involves carrying out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the incumbent must select from the most appropriate of several guidelines, and make minor adjustments to methods. The incumbent uses judgment in interpreting and adapting guidelines such as University policies, regulations, precedents, and work directions for application to specific cases or problems. The incumbent makes decisions regarding most deviations from the guidelines but major deviations from guidelines are referred to the supervisor. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on assignment, incumbents use diverse but conventional methods, techniques, or approaches. Jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

Factor 5: Contacts

Level 4.0 - 205 Points: The purpose of interactions is to solve recurring and structured problems, to provide specialized or technically precise information to others, and/or to plan or coordinate work efforts with other employees. Contacts involve cooperation and coordination and may involve the organization of activities of programs requiring working relationships among several parties. While contacts may require some level of persuasion, potential for conflicts and disputes are relatively minor. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public.

Factor 6: Work Impact

Level 4.0 - 475 Points: Work activities normally address conventional problems or situations with established methods to supply other employees with information, services, or products they use to perform their work. Work products or services facilitate the work of other employees and directly affects the ability of other employees to timely complete specific tasks or processes. Work activities may affect the quality of services provided to moderate numbers of employees, students, or the public, and the services, information, or products provided have significant effects on the welfare of the affected groups.

Factor 7: Physical Effort and Work Environment

Level 1.0 - 25 Points: The work environment consists of exposure to physical conditions typical of a normal office environment. Most of the job is performed while sitting, although the work may require occasional standing or walking and/or the lifting and carrying of small objects.