4445 Director of Payroll

POSITION IDENTIFICATION

TITLE Director of Payroll

CLASSIFICATION NUMBER 4445

GRADE 47

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Assistant Vice President of Finance and Accounting

GENERAL FUNCTION

The Director of Payroll is responsible for the production and timely delivery of three payrolls (monthly salaried, monthly hourly, and semi-monthly). The Director of Payroll uses an understanding of the University’s internal payroll system to accurately pay employees in compliance with federal and state laws and regulations, such as the Internal Revenue Service (IRS) rules and regulations and the Fair Labor Standards Act (FLSA). The Director of Payroll assures proper tax treatment, accounting, and disposition of withholdings, such as taxes, deductions for benefits, charitable contributions, retirement contributions, other savings, etc. The Director of Payroll works closely with the Office of Human Resources, Student Employment, Computer Services, and other University departments as well as the state payroll and retirement offices, Internal Revenue Service, Social Security Administration, and others receiving the proceeds from payroll deductions.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required; a degree in a business-related field and/or twenty hours of coursework in Accounting is preferred.

Experience: At least five years of payroll experience with internal and external systems is required. At least two years of supervisory experience is required. Payroll management for an employer with at least 500 employees is preferred.

Skills: Knowledge of accounting principles, payroll methods, and extensive knowledge of Department of Labor regulations, federal and state tax regulations, and international tax requirements is required. Skill in understanding and using in-house payroll processing systems is required. Proficiency with Excel and/or other spreadsheet and database applications is required. A record of inclusive conduct and evidence of multicultural skills in the workplace is preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Plans, manages, and oversees the daily functions, operations, and activities of the Payroll Department, for proper payment of wages and salaries by supervising the preparation of three payrolls, assuring that the payroll system is correctly processing salaries and reported hours worked, utilizing paid leave and holiday pay, accruing compensatory time, and computing overtime.

2. Assures the payroll system is working as expected and in compliance with federal, multi-state and local laws, rules, and regulations by establishing controls, monitoring results, and collaborating with Human Resources, Computer Services, and external service providers to modify and adapt programming, processing methods, and reporting in response to changes in regulations, withholding rates and reporting needs.

3. Oversees and monitors proper tax treatment of wages of international employees.

4. Assists in developing, drafting, implementing, interpreting, and enforcing a wide range of personnel policies and procedures.

5. Monitors control procedures related to the preparation and disbursement of direct deposits of payroll checks.

6. Ensures the timely completion of all payroll tax reporting requirements for federal, multi-state, local, international tax and the issuance of W-2s.

7. Responds to all payroll audit requests.

8. Prepares periodic reports on Missouri State Retirement, Old Age Survivor and Disability Insurance (OASDI), federal withholding, multi-state withholding, unemployment compensation, and other related reports of expenditures and balances of various accounts by compiling, researching, and analyzing data regarding these program expenditures.

9. Develops competent, productive, and efficient staff by supervising, delegating and monitoring their tasks, and preparing employee performance evaluations.

10. Represents the department and serves as a resource by participating on various University committees.

11. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

12. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Assistant Vice President of Finance and Accounting.

13. Contributes to the overall success of the Office of Financial Services by performing all other duties and responsibilities as assigned.

SUPERVISION

The Director of Payroll supervises a payroll specialist and payroll technicians.

OFFICE OF HUMAN RESOURCES

REVISED AUGUST 2024

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 5.0 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.

Factor 2: Supervisory Responsibility

Level 3.0 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

Factor 3: Interactions with Others

Level 4.0 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

Factor 4: Job Controls and Guidelines

Level 3.0 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.

Factor 5: Managerial Responsibility

Level 5.0 - 2350 Points: Work involves primary accountability for a larger department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.