Job Title

Description Responsible for understanding, upholding, and promoting the Everus 4EVER Strategy. Employees | Value | Execution | Relationships JOB SUMMARY The Payroll Manager is responsible for managing all payroll processes and systems to ensure efficient and accurate delivery of the organization's payroll. The Payroll Manager is required to maintain strong internal controls and confidentiality of private information to remain compliant with appropriate regulatory requirements. MINIMUM QUALIFICATIONS A working knowledge of payroll practices at a level normally acquired through the completion of a two-year degree in accounting or business and three years' experience performing payroll duties; or 5 years of experience in payroll; and Minimum of 2 years supervisory experience. PREFERRED QUALIFICATIONS Payroll certification Bilingual in English/Spanish KEY SKILLS & COMPETENCIES Excellent human relations skills in dealing with employees, associates, other departments, auditors, and consultants. Excellent written and oral communication skills. Ability to maintain confidentiality of employee information and sensitive data. High degree of accuracy and attention to detail. Excellent analytical skills, organizational skills and a high degree of independent judgment and ingenuity. Self-motivated with the ability to accomplish multiple tasks within tight deadlines and the ability to work with minimum supervision. Knowledge and experience with union pay types and compliance rules. Experience working collective bargaining agreements. Knowledge of all state payroll laws with an emphasis on California. Experience with multi-state payroll, garnishments, levies and complex payroll tax issues. Working knowledge of all federal, state, and local regulations and Sarbanes-Oxley standards. Advanced knowledge in the use of Microsoft Office Suite applications. JOB RESPONSIBILITIES Ensures the payroll system is functioning properly, which includes resolving system issues and working with IT on system upgrades. Manages all payroll processes including deductions and taxes. Prepares all monthly, quarterly, and annual payroll tax filings, including W-2s. Prepares all union reports, deductions, and all related activities with multiple unions. Reconciles and requests payments to third parties, including involuntary deductions such as garnishments and levies. Establishes controls to maintain compliance with employment legislation and regulatory guidelines for both union and non-bargaining employees. Remains current with regulatory changes and the impact on payroll processes, preparing the payroll team for any changes. Works with Accounting and unions to add or modify new payroll codes as needed to comply with laws and collective bargaining agreements. Responsible for maintaining confidentiality of sensitive data. Manages a team of payroll specialists. Provides feedback and coaching and conducts performance reviews and additional people management activities. Works with Human Resources to assist in the onboarding process. Performs miscellaneous duties as needed: Set up of new employees, set up of direct deposits, termination and retirement of employees, payout of employees upon termination, unemployment insurance activity, income verification of employees, vacation schedules and vacation accrual and usage. COMPENSATION & BENEFITS Compensation Range: $80k-$110k Discretionary Bonus eligible Medical, Dental, Vision, Life Insurance, 401K with company match Vacation and Sick Leave ADDITIONAL INFORMATION Background check, credit check, MVR and drug screen may be required (will vary by position). Minorities/Females/Disabled/Veterans. EEO/AAP APPLICATION DEADLINE - September 12, 2024 JOIN THE ILB TEAM International Line Builders is looking for motivated, hard-working individuals who want to contribute to infrastructure growth and development throughout the West. Current employees: Ask HR about our referral program! 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)