Job Description

The Payroll Analyst I is responsible for processing weekly payroll for LB Foster employees in the United States while ensuring compliance with all federal, state, and local laws.

Responsibilities

1. Responsible for processing payroll accurately, timely and in accordance to pay policies
2. Ensures that mandatory and voluntary withholdings and deductions are accurately calculated and reported
3. Review employee timesheets to verify attendance, hours worked, and pay adjustments
4. Enter last-minute timekeeping modifications as directed by supervisors and verify the receipt of required backup documentation
5. Respond to employee and manager payroll inquiries timely and accurately
6. Conduct employment verifications
7. Compile statistical reports, statements, and summaries as needed
8. Responsible for maintaining current knowledge of changes in FLSA, tax and deduction laws that apply to the payroll process
9. Analyze downloaded information for completeness and accuracy
10. Maintain employee payroll files per company document retention policy
11. All other duties as assigned.

Education and Experience

• A high school diploma required, Bachelor’s Degree preferred
• 2+ years of payroll experience is required
• Experience with Human Resource Information Systems, preferably Ultimate Software/UKG
• Experience processing international payrolls a plus

Skills and Abilities

• Strong working knowledge of Microsoft Excel
• Ability to work with a sense of urgency and meet strict deadlines
• Team oriented with a positive attitude
• Ability to work with confidential information
• Strong attention to detail

Benefits

• Medical, dental, vision benefits the first day of the month after start
• Market-leading 401(k) program with company match
• 10 paid holidays per year and PTO accrual
• Paid Sick Leave
• Paid Parental Leave
• 100% tuition reimbursement
• Career development and advancement opportunities

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).