Payroll Manager

EXECUTIVE SUMMARY OF RESPONSIBILITIES

The Payroll Manager is responsible for overseeing Lendistry's payroll functions. The Payroll Manger will ensure pay is processed on time, accurately, and in compliance with government regulations. Some travel may be required.

ABOUT LENDISTRY

Lendistry is the country's largest minority-led and technology-enabled small business and commercial real estate lender with Community Development Financial Institution (CDFI) and Community Development Entity (CDE) certification. We are a national employer whose mission is to provide economic opportunities and progressive growth for small business owners and their underserved communities as a source of financing and financial education.

GENERAL RESPONSIBILITIES

• Regular attendance during business hours and reliable punctuality are essential functions of this position, and conformance with Lendistry's attendance policy is a key responsibility of the employee.

• Execute biweekly payroll processing for employees across multiple states.

• Generate missing punches, pending PTO approval, timesheet change request reports in UKG READY module.

• Responsible for creating and uploading interface files, expense reimbursement, commissions, and bonus as needed.

• Process 3rd party sick pay quarterly.

• Audit and reconcile payroll data before transmitting.

• Generate various reports post-transmission, including Payroll Registers, General Ledger, Tax Liability Grand Total, Collection Detail, Payment Detail, and State Income Tax Liability.

• Reconcile Payroll Registers and Tax Liability Grand Total reports

• Address and correct GL suspend account issues by mapping earnings/deductions codes to GL base accounts.

• Create or modify Cognos Analytics (BI) reports as required.

• Manage and maintain SIT/SUI accounts for multiple states.

• Collaborate with State tax authorities and UKG tax representatives to resolve tax- related issues.

• Address and resolve employee inquiries through the HR requests ticket system.

• Process Garnishments, Tax Levies, and Income Deduction processes as needed.

• Manage Year End Processes, including but not limited to W-2s, W-2c, and Year End Stock Option processing.

• Execute off-cycle payroll, including in-house instant checks as needed.

• Support accounting department by addressing payroll tax variances, GL issues, and instant checks.

• Perform other duties as assigned.

PROFICIENCIES

• Proficient with payroll software (UKG preferred).

• Excellent organizational skills and attention to detail.

• Strong analytical with active listening skills.

• Strong problem-solving skills.

• Supervisory and leadership skills.

• Proficient with MS Office Suite.

• Excellent verbal and written communication skills.

• Ability to think creatively and innovatively.

• Good interpersonal skills.

• Willingness to adapt to changing business needs and deadlines, including extended work hours.

EDUCATION AND EXPERIENCE

• Bachelor's Degree in Accounting or Business Administration or related field or an equivalent combination of education and experience.

• 5-7 years' experience managing a multi-state payroll department, including staff.

• Certified Payroll Professional (CPP) is a plus.

• Working experience of payroll tax at the federal, state and local levels.

• Prior experience with HR/Payroll ERP, time and general ledger systems required.

PHYSICAL REQUIREMENTS

This is a stationary position that requires frequent sitting (approximately 95%), repetitive wrist motions, grasping, speaking, listening, close vision, and the ability to adjust focus. It also may require occasional standing, lifting, carrying of 20lbs or less, walking, kneeling, bending/stooping, twisting, pulling/pushing, and reaching above the shoulder. Employees in this position must be physically able to efficiently perform the essential functions of the position.

SALARY

$90,000 - $130,000 Annually, depending on location and experience.

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)