Payroll Supervisor

The primary function of the Payroll Supervisor involves ensuring the accuracy of preliminary and final payroll reports; time sheets; spreadsheets; fund distribution; assuring compliance with Museum payroll policies; compliance with local, state, and federal regulations; responding to inquiries; providing timely and accurate payroll production; and coordinating the purchasing function for the Controller’s Office.

QUALIFICATIONS:

KNOWLEDGE, SKILLS, AND ABILITIES:

Skills include ability to learn and use pertinent software applications; operate standard office equipment; perform basic accounting procedures. 

Knowledge is required to solve practical problems; read technical information; compose a variety of documents and communicate effectively with others. Specific knowledge required to satisfactorily perform the functions of the job includes accounting/payroll processing principles and knowledge of applicable local, state, and federal laws, rules, and regulations relative to administering payroll. 

Ability is required to schedule a number of activities; often gather, collate, and/or classify data. Flexibility is required to work both independently and with others in a wide variety of circumstances. Able to adapt to changing work priorities; communicate with diverse groups; maintain confidentiality; meet deadlines and schedules; and work with detailed information. 

EDUCATION AND EXPERIENCE:

Bachelor’s degree from an accredited college or university with major course work in accounting, finance or related field. Minimum of 3 years’ experience with payroll processing and compliance oversight. 

PHYSICAL REQUIREMENTS:  

Physical demands of the position include walking, sitting, turning, and repetitive motion. 

PRINCIPAL ACCOUNTABILITIES: 

• Coordinates the payroll process with all departments of the Carnegie Museums for the purpose of delivering services in conformance with established guidelines.
• Prepares and oversees the preparation of a variety of payroll related documents (e.g. invoices for overpayments, retirement plan transfers, payroll register, stop payments, w-2 controls) for the purpose of documenting activities and issues; meeting compliance requirements, and providing audit references.
• Research discrepancies of payroll information and/or documentation (e.g. time sheets/records, leave time, etc.) for the purpose of ensuring accuracy and adherence to procedures prior to processing. Develops recommendations for procedural improvements as necessary.
• Maintains a wide variety of payroll information, files and records in written and electronic formats for the purpose of providing an up-to-date reference and audit trail for compliance.
• Communicates with a variety of internal and external parties (city/state/federal agencies, etc.) for the purpose of ensuring accurate processing of payroll deductions/garnishments.
• Other duties as assigned.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.