Payroll Manager at The Henry M.… · Bethesda

HJF is seeking a Payroll Manager to manage biweekly payroll processing functions, overseeing the end-to-end payroll process to ensure that employees are paid accurately and on time while maintaining strict compliance with federal, state, and local tax and labor laws. This role will also assist in the preparation of retroactive wage adjustments, garnishments and tax processing. Serves as a back up to the Sr. Payroll Manager.

Join the HJF Team!

HJF is seeking a Payroll Manager to manage biweekly payroll processing functions, overseeing the end-to-end payroll process to ensure that employees are paid accurately and on time while maintaining strict compliance with federal, state, and local tax and labor laws. This role will also assist in the preparation of retroactive wage adjustments, garnishments and tax processing. Serves as a back up to the Sr. Payroll Manager.

This position will be in support of the Finance Department located at HJF Corporate Headquarters in Bethesda, Maryland. The candidate ensures that all the Foundation’s payroll, taxes, benefits, and reports are prepared accurately and on a timely basis.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

Responsibilities

• Payroll Processing: Manage full payroll cycle, including gross-to-net calculations, direct deposits, bonuses and off-cycle payments. Monitor and resolve payroll discrepancies, investigating and resolving issues promptly and accurately. Address employee inquiries and concerns related to payroll, providing exceptional customer service and support. Cross-Functional Collaboration includes partnering with Human Resources and Finance to synch employee data, benefits deductions and general ledger journal entries.
• Compliance & Taxes: Ensure accuracy and compliance with applicable laws, regulations and company policies. Calculate and remit payroll taxes, file year-end forms (i.e. W-2s, 1099s) and manage court-ordered garnishments.
• Auditing & Controls: Run periodic audits, maintain standard operating procedures and serve as one of the main points of contact for internal and external audits. Maintain confidentiality and data security standards for all payroll-related information.
• Cross-Functional Collaboration: Partner with Human Resources and Finance to synch employee data, benefits deductions and general ledger journal entries.
• Payroll Systems: Administer and maintain payroll systems, ensure data integrity and implement system upgrades and enhancements.
• People Management: May serve as area lead overseeing the day-to-day activities and supporting development and training of staff.
• May perform other duties and responsibilities as assigned or directed by the Sr. Payroll Manager. This may include attendance of and participation in required training for role.

Supervisory Responsibilities

• Assigned Lead: May recommend the following: employee hiring, disciplinary action, and starting salaries; provide input on employee performance evaluations.

Qualifications

Education and Experience

• Bachelor's degree in Accounting, Business Administration, Finance or related field required.
• Minimum of 9-10 years experience required.

Required Knowledge, Skills and Abilities

• Excellent understanding of financial principles and ability to reconcile payroll with financial records.
• Knowledge of Fair Labor Standards Act compliance.
• Experience with multi-state payroll tax administration and expatriate taxing.
• Knowledge of federal defense contracting rules regarding proper documentation and allowability of personnel costs.
• Proficiency with Microsoft Office applications; Advanced proficiency with Excel.
• Experience with ERP systems and modern HRIS/Payroll software (i.e. ADP, Oracle, Workday).
• Strong organization and time management skills.
• Strong attention to detail and accuracy in managing complex payroll calculation data.
• Excellent communication and interpersonal skills; Ability to effectively interact with employees at all levels of the organization.
• High level of integrity; Ability to handle sensitive and confidential information.

Work Environment

• This position will take place primarily in an office setting.

Compensation

• The annual salary range for this position is $93,100-$120,000. Actual salary will be determined based on experience, education, etc.

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable. Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.

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)

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.