Payroll & HR Ops Specialist

Central States Funds•Chicago, IL

1d•Remote

About The Position

The Payroll & HR Ops Specialist processes weekly payroll for union and non-union hourly and salaried employees, ensuring accurate pay in accordance with collective bargaining agreements (CBAs), company policies, and applicable wage and hour laws. The role manages employee payroll changes and deductions, responds to payroll and HR inquiries, and partners with HR, Total Rewards, Finance, and Pension teams on payroll cycles, audits, and related initiatives. The specialist performs payroll audits and reviews registers, variance reports, and exceptions before payroll submission. They investigate discrepancies, correct issues, and support internal audits with documentation and reconciliations. The role also evaluates payroll workflows, maintains procedures and job aids, analyzes payroll data, and partners with the HR Payroll Manager to optimize Workday and support the transition from UKG to Workday, including testing, implementation, integrations, and configuration updates. The position participates in HR operational projects and continuous improvement efforts, supports HR-related inquiries and employee changes, and handles sensitive information with care. The stated annual salary range is $65,000–$85,000. The role is listed as full time and telecommuting is indicated.

Requirements

At least 3 years of progressive payroll experience supporting union and non-union populations, with demonstrated ability to resolve complex pay discrepancies.
Strong knowledge of payroll regulations, wage and hour laws, and collective bargaining agreements.
Hands-on experience with HRIS platforms, including Workday and UKG.
Advanced proficiency in Microsoft Excel and payroll reporting tools.
Strong analytical and problem-solving skills.
Proficiency in Microsoft Word, Outlook, PowerPoint, and other productivity tools.
High attention to detail and ability to manage sensitive and confidential information.
Excellent communication and collaboration skills.

Nice To Haves

Associate’s or bachelor’s degree in HR, Accounting, Finance, Business, or a related field, or equivalent experience.
CPP or FPC certification.
Multi-state payroll experience.
Experience participating in HRIS implementations or payroll process redesign.

Responsibilities

Process weekly payroll for union and non-union hourly and salaried employees, applying wage rates, overtime, shift differentials, premiums, retroactive pay, and other earnings accurately.
Manage payroll changes for hires, terminations, promotions, transfers, and union status updates, including union dues, benefit deductions, garnishments, and related items.
Interpret and apply collective bargaining agreements and federal, state, and local wage and hour laws, including the FLSA, to payroll processing and employee pay inquiries.
Partner with Total Rewards, Finance, and Pension teams on year-end processing, compensation cycles, audits, retirement transitions, and other cross-functional initiatives.
Respond professionally and confidentially to employee payroll inquiries and serve as a payroll subject matter resource for HR and business leaders.
Complete year-end payroll responsibilities in Workday and UKG.
Conduct regular payroll audits to validate pay, deductions, and system configurations.
Review payroll registers, variance reports, and exception reports before payroll submission.
Investigate discrepancies, identify root causes, and implement corrective actions to prevent recurrence.
Support internal audits by providing payroll documentation, reports, and reconciliations.
Evaluate workflows and procedures for process improvement and efficiency opportunities.
Partner with the HR Payroll Manager to optimize Workday configurations, pay rules, and automation, and support testing, transition, implementation, integrations, configuration changes, and updates for the UKG-to-Workday transition.
Develop and maintain payroll procedures, job aids, and documentation.
Use HRIS payroll reporting tools to support operations, audits, and compliance; analyze data to identify risks, inefficiencies, and recurring payroll issues.
Serve as a primary contact for HR-related inquiries and provide timely, accurate responses about procedures and programs.
Partner with Total Rewards and Talent teams to coordinate employee changes and resolve issues.
Participate in or lead HR operational projects, including process standardization, documentation, and system implementations.
Assist with HR metrics, data analysis, and continuous improvement initiatives.