Payroll and HR Administrator – TEMP
Job Category: Human Resources
Inktel is expanding for the holiday season. With over a 1,000 new employees and contractors being added to our headcount in the coming weeks, finding the perfect Payroll & HR Admins to support this growth will be very important.
This position will be temporary through January 2021, but does have an opportunity to become perm based on performance, skillset and business needs. Whether you are looking for something to keep you busy for a few months, or you are looking to get your foot in the door with a great company, this could be a great opportunity for you.
Please review the responsibilities and requirements listed below and take few minutes to submit your application today.
- Assists Payroll Processor with on-boarding procedures in accordance with policies and procedures
- Oversees and updates employee files while maintaining employee confidence and protecting payroll operations
- Maintains and keep updated all filing and scanning for payroll
- Assists and responds to payroll related correspondence as needed
- Assists with time tracking and generate reports to designated individuals as needed
- Prepares and maintains Monthly Benefits reconciliation
- Contributes to team effort by accomplishing related results as needed
- Other projects as assigned
- Experience in on-boarding process electronically and have previous exposure to E-verify and I-9 processing
- Experience with with HRIS system - UltiPro or ADP preferred
- Excellent written and verbal communication skills
- Will need to pass a background, credit check as well as a drug test prior to start
- Hours: Mon-Fri - 8am to 5pm with 1 hour lunch. During Holiday Season may require OT, including possible weekends.
- Compensation: $15/hour
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)