ADP Workforce Now Administrator

The Landline Company•Fort Collins, CO

7d•$70,000 - $80,000•Hybrid

About The Position

The Landline Company is revolutionizing air travel by bridging the gap between regional communities and major airline hubs. We partner with top airlines like American and Air Canada to offer innovative multimodal connections across North America. We’ve launched a first of it’s kind remote terminal checkpoint to expand the reach of major metro airports into local neighborhood checkpoints. Our luxury motorcoaches replace short flights with a faster, more sustainable alternative—reducing costs, addressing pilot shortages, and enhancing passenger journeys. We’re a fast-growing transportation company with nearly 500 employees across operations, dispatch, and corporate and we’re building the people systems and employee experience from the ground up. This isn’t a role where you inherit a polished setup and keep the lights on. You’ll own the deployment and configuration of ADP Workforce Now, make decisions about how payroll, time & attendance, HR, TA, and benefits are structured in the system, and shape what the employee experience actually feels like at our company. Over time, this role grows with you. We’re looking for someone who sees ADP Workforce Now as a platform and wants to build out a genuinely great employee experience: self-service that works, benefits people understand, and pay they trust. The person who thrives here is equal parts technically sharp and people-oriented: someone who can configure a pay rule in the morning and run a manager training session in the afternoon. If you’ve built ADP before and are tired of just maintaining what someone else set up, this is your opportunity to do it right early on.

Requirements

2+ years of hands-on ADP Workforce Now experience spanning payroll, time & attendance, and HRIS
You’ve set things up in ADP before, you have opinions about how it should be done, and you’re not satisfied with ‘it works well enough.’
Working knowledge of federal and state payroll tax requirements, wage and hour law, and workers’ compensation basics.
Strong Excel skills and comfort with data: pivot tables, payroll register audits, discrepancy analysis—you do this naturally, not reluctantly.
Clear, direct communicator who can explain complex system or pay concepts to frontline employees and supervisors without jargon.
High standards for data integrity and confidentiality

Nice To Haves

Experience building or significantly expanding an ADP Workforce Now instance, not just inheriting one.
Familiarity with ADP API Central or similar HR data integration tools.
Exposure to transportation, logistics, or other industries with large hourly workforces and complex scheduling needs.

Responsibilities

Own the end-to-end deployment of ADP Workforce Now as the decision-maker on how the platform is configured, what capabilities get enabled, and how the system evolves as the company grows.
Run biweekly payroll for all employee types (salaried, hourly, and commissioned), including accurate calculation of overtime, bonuses, deductions, and benefits.
Manage off-cycle payroll runs for terminations, retroactive adjustments, and missed payments.
Maintain payroll records and support internal and external payroll audit requests with accurate, timely reporting.
Configure and maintain ADP time & attendance schedules for hourly employee groups, ensuring shifts reflect correct job descriptions, pay rules, and overtime thresholds.
Provide weekly reporting to operations managers on actual worked hours vs. scheduled hours, flagging anomalies and helping supervisors course-correct before payroll runs.
Train and support managers on using ADP’s scheduling tools—this is a change management exercise as much as a technical one.
Ensure payroll operations comply with federal, state, and local labor laws, tax regulations, and social security requirements; research and resolve tax notices and outstanding liabilities.
Oversee the company’s workers’ compensation structure: audit classification rates in the system, support the annual policy renewal process, and respond to audit requests from policy providers.
Administer employee benefit programs—health insurance, retirement plans, and leave policies—including open enrollment configuration and year-round employee inquiries.
Establish bi-monthly audit process for system of record for HR, payroll, and benefits data: clean org structure, accurate employee profiles, consistent pay codes and accurate department groupings, work state assignments and deduction, and airtight role-based access controls.
Own the employee experience within ADP: if a driver can’t find their pay stub, a supervisor can’t approve time off, or a new hire is confused about their benefits, that’s your problem to solve—and your opportunity to make the system better.
Build the adoption program for ADP’s self-service and manager tools: create plain-language guides, run hands-on training for supervisors, and develop onboarding materials that set new employees up for success from day one.
Partner with HR, Finance, and Operations to keep data current for new hires, terminations, promotions, and leave adjustments, and look for ways to automate or streamline those handoffs over time.