HR Payroll & Benefit Officer
Job Description
General Job Summary HR Payroll Benefit Officer will be responsible for performing the payroll cycle process, including time reconciliation, maintenance of employee information, payroll adjustments, deductions, audits, special payments, leave entries, and timekeeping punches. Analyzes, advises, administers, and records short- and long-term leave programs such as FMLA, CSFE, SINOT, Chauffeur Leave, Maternity Leave, Caregiver Leave, among others. Responsible for Quarterly taxes reports and year-end processes, including not limited to taxes report, but also submission of W2, OSHA, ITA and all other regulatory statements (Annual and Quarterly). Additional Job Description Process payroll, including the reconciliation of hours for exempt and non-exempt employees; audit system data (salary changes, contributions, withholdings, deductions, leaves, etc.); perform final payroll reconciliation; obtain approval and submit final payroll for corresponding payments; process required tax contributions; process wage garnishment payments; manage contributions to the Savings Plan; and complete the corresponding payroll integrations. Administer and record employee leaves (reconcile leave balances; maintain records and monitor job protection under short- and long-term leave programs; monitor receipt of benefit payments for employees on leave; and complete required documentation requested by various agencies such as SINOT, LTD, etc.). Ensure compliance with all local and federal governmental regulatory requirements related to quarterly and annual reporting. Process invoices (reconcile invoices against internal systems; verify that new hires, changes, and terminations correspond to the billed month; analyze and reconcile COBRA payments with billing reports and Workday [WD] system data); process terminations in WD and COBRA systems; submit termination information to medical provider; and manage the employee billing process for benefits (insurance and medical plans) for employees on extended leave. Coordinates wellness-related activities (planning and coordination of activities, including date selection, identification of resources, reservation of space and parking, procurement of necessary items, communications, etc.). Prepare monthly reports (absenteeism metrics, payroll records processed, invoice summaries, extended leave summaries, invoices, payroll payments, incentives, expenses, bonuses, vacation balances, overtime, etc.).
Equal Opportunity Employer / Disabled / Protected Veterans
The Know Your Rights poster is available here:
https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12.pdf
The pay transparency policy is available here:
https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf
For temporary assignments lasting 13 weeks or longer, the Company is pleased to offer major medical, dental, vision, 401k and any statutory sick pay where required.
We are committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation for any part of the employment process, please contact your staffing representative who will reach out to our HR team.
AppleOne participates in the E-Verify program in certain locations as required by law. Learn more about the E-Verify program.
https://e-verify.uscis.gov/web/media/resourcesContents/E-Verify_Participation_Poster_ES.pdf
We also consider for employment qualified applicants regardless of criminal histories, consistent with legal requirements, including, if applicable, the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance. Pursuant to applicable state and municipal Fair Chance Laws and Ordinances, we will consider for employment-qualified applicants with arrest and conviction records, including, if applicable, the San Francisco Fair Chance Ordinance. For Los Angeles, CA applicants: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
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