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Payroll Processing Analyst

3 months ago

Minneapolis, United States Hire Talent Full time

Job Description:

Title: Payroll Processor (Hybrid)

Hybrid – Thursday work from office (Rest- WFH)

Location: Minneapolis, MN 55401

Pay: $39/hr on W2

Duration: 12 months Contract (Possible Hire)

No Corp to Corp

**Must be Comfortable working Thursday form Office **

Project Overview:

  • Were looking for individuals who have had previous exposure to [in house] payroll processing, not outsourced payroll.
  • Ideally the individuals would have some exposure to payroll calculations and time keeping.
  • An additional plus would be experience with Workday and/ or UKG systems.
  • This project is focused on Retroactive pay, specifically overpayments, so at a high level, the individual would be reviewing the negative retro result, determining if that result is valid.
  • If its valid, they would be using a system called ServiceNow to contact the employee, notify them of the overpayment and ask for authorization to recoup the funds.

Responsibilities:

  • These resources will be updating a case in ServiceNow; that case will trigger an email to the employee.
  • These resources will not be speaking directly to the employee verbally but communicating with them through a ServiceNow case.
  • The process would start with running reports in Workday, which is the system we use for payroll, identifying the individuals that have been overpaid.
  • Reviewing that result, cross referencing entries within the UKG system, which is our time keeping system, cross referencing that information with the information that is in Workday to determine if that result is valid or if there is potentially a defect in the system where that must be then raised, and that result would be determined not to be valid but based.
  • Basically, comparing the negative retro result, which is a calculation that is done in Workday and if that result is determined to be valid, the individual would open the case.
  • There is a queue in ServiceNow for the payroll overpayment group.
  • These resources would go to that ServiceNow queue and create the case which again, would trigger an email to the employee.
  • There is a template already loaded into that case.
  • There are a few data points that they would be updating within that template, and that email would get sent out.
  • We would wait for a response back from the employee with the employee is requesting to be contacted, for example through a call.
  • We would coordinate that with our service center and have our service center call them directly so there wouldnt be a lot of direct contact other than creating that ServiceNow case, which triggers that email and waiting for a response back.

Core Responsibilities:

Overpayment Process:

  • Review negative retro results in Workday.
  • Validate results and use ServiceNow to notify employees of overpayments.
  • Request authorization to recoup funds.

Missed Pay Cases:

  • Identify and validate missed pay cases.
  • Communicate with employees via ServiceNow.

Daily Activities:

  • Run reports in Workday to identify overpaid employees.
  • Cross-reference data with UKG to validate results.
  • Create and manage cases in ServiceNow, triggering email notifications to employees.
  • Collaborate with the payroll operations team to ensure alignment and accuracy.
  • Update case templates and monitor responses.

RequiredExperience:

  • 3-5 years of in-house payroll operations experience.
  • Familiarity with payroll calculations and timekeeping.
  • Experience with Workday and/or UKG systems.
  • Proficiency in Workday, UKG, and ServiceNow.
  • Strong Excel skills, including exporting data from Workday.
  • Excellent communication and collaboration abilities.
  • Strong attention to detail and accuracy.
  • Analytical and problem-solving skills.

Team and Environment:

  • Work collaboratively with the payroll operations team.
  • Support all employees within the organization.
  • Work within a structured and documented process.
  • Participate in a supportive and teamwork-oriented culture.

Training and Ramp-Up:

  • Approximately 2-4 weeks to train on internal processes and procedures.
  • Training will focus on evaluating negative retro results.
  • Work Hours:
  • Standard/core hours with one day per week onsite.