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Payroll Manager Job Description

How to Hire a Payroll Manager

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Payroll Manager Job Description

We are recruiting for an experienced Payroll Manager to oversee our company’s payroll system and to work with and manage the payroll team. The Payroll Manager’s duties include coordinating payroll activities, collaborating with human resources and accounting departments, directing and supervising payroll staff, and ensuring efficient payroll processing.

To succeed you should be able to ensure that payroll is processed accurately and in a timely manner.

Payroll Manager Duties and Responsibilities

  • Previous experience in payroll processing, accounting, or human resources.
  • Managerial or supervisory experience.
  • Proficiency in Microsoft Office and payroll software.
  • Strong knowledge of payroll processes and relevant legal regulations.
  • Excellent communication skills, both verbal and written.
  • Strong maths and analytical skills.
  • Degree in business administration, accounting, or finance required.

Payroll Manager Skills and Requirements

  • Manage the payroll team and assigning duties.
  • Direct the collection, computing, and documentation of payroll data.
  • Oversee and review payroll payments and account reconciliations.
  • Ensure records and processes comply with company and legal regulations.
  • Coordinate with HR and accounting to verify employe data and accounts.
  • Maintain accurate account balances and detailed records for auditing.
  • Monitor payroll team performance and training new staff.
  • Manage and resolving any issues related to payroll.
  • Prepare reports and financial statements.
  • Previous experience in payroll processing, accounting, or human resources.
  • Managerial or supervisory experience.
  • Proficiency in Microsoft Office and payroll software.
  • Strong knowledge of payroll processes and relevant legal regulations.
  • Excellent communication skills, both verbal and written.
  • Strong maths and analytical skills.
  • Degree in business administration, accounting, or finance required.

How to write a Payroll Manager Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write a Payroll Manager job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Payroll Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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