We are looking for a Senior Payroll Specialist to join our incredible team. If you're passionate about payroll and want to be part of a dynamic company culture, we want to hear from you! ✨ Why Join Us? Supportive and empowering team environment Opportunities for growth and development Celebrate successes together Know someone who might be interested? Tag, share, or @ a friend! 🔗 Apply Now #EBHCareers #PayrollSpecialist #JoinOurTeam #Hiring #Recruitment email: [email protected]
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Is Taking an Entry-Level Payroll Job a Step Back for HR Careers? Answers: https://lnkd.in/gVHYn_N7 #HRCommunity #EntryLevelHR #PayrollExperience Hey there, r/humanresources, So, I've found myself in a bit of a career conundrum. I recently got laid off from my entry-level recruiting role in a government health agency, which was kind of a bummer since we were all expecting our positions to be secure given the ongoing health worker shortage. But, you know how it goes – budget cuts before an election. 😅 Now, I have a chance to take a temporary job in the payroll department at the same health agency. This position is likely to extend beyond the initial six months, and it comes with a pay bump, which is always nice! 📈 My background in Excel and HRIS has caught the attention of the temp agency, even though I don’t have that specific payroll certification they're looking for. Here’s the thing: I’m at a stage in my career where I want to acquire relevant HR experience, not just shift from one admin-heavy role to another. I'm worried that jumping into payroll might be a step away from what I truly want, which is to gather hands-on experience relevant for “pure” ...
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Principal Recruitment Consultant ,IT Consulting, Technical Recruiting, End to End Recruiting
JOB POSTING AS EXECUTIVE / SR EXECUTIVE HR Hiring an HR Executive with knowledge of time office management, salary administration, and payroll is crucial for the efficient functioning of an organization. Here are some key qualifications, skills, and responsibilities you might consider while hiring: Qualifications: 1. Education: A degree in Human Resources, Business Administration, or related fields. Additional certifications in HR management could be beneficial. 2. Experience: Prior experience in HR roles focusing on time office management, salary administration, and payroll processing. EXP 2 YRS TO 6 YRS Skills: 1. Payroll Processing: Proficiency in managing payroll systems, calculating salaries, taxes, benefits, and deductions accurately. 2. Time Office Management: Knowledge of attendance tracking systems, leave management, and ensuring compliance with labor laws regarding working hours and overtime. 3. Regulatory Compliance: Understanding of labor laws, tax regulations, and HR policies to ensure legal compliance in payroll and salary administration. 4. Communication: Excellent communication skills to interact with employees, management, and external agencies regarding payroll-related matters. 5. Attention to Detail: Precision in handling sensitive employee information, ensuring accuracy in payroll calculations, and adherence to timelines. Responsibilities: 1. Payroll Administration: Processing and managing the entire payroll cycle, including salary calculations, tax deductions, and disbursements. 2. Time and Attendance: Overseeing attendance records, managing leaves, and ensuring accurate recording of working hours. 3. Compliance: Ensuring adherence to legal requirements, tax regulations, and company policies related to payroll and time management. 4. Documentation: Maintaining accurate employee records, updating payroll databases, and generating reports as necessary. 5. Problem Resolution: Addressing payroll-related queries from employees and resolving issues promptly. 6. Collaboration: Coordinating with finance, legal, and other departments as needed for payroll-related matters. During the hiring process, consider conducting interviews with scenario-based questions to assess the candidate's problem-solving abilities, knowledge of relevant software tools, and their approach to handling payroll discrepancies or compliance challenges. Additionally, verifying their previous experience and seeking references can provide insights into their competence in managing payroll and time office tasks effectively. PLZ SHARE CV WITH PRESENT AND EXPECTED CTC AT [email protected] #humanity #hrcommunity #hr #hrhiring #humanresource #hrexecutive #payrolljobs #humanresourcesprofessional #humanressources #autocomponents
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Is Taking an Entry-Level Payroll Job a Step Back for HR Careers? Answers: https://lnkd.in/gkKSCp7s #HRCommunity #EntryLevelHR #PayrollExperience Hey there, r/humanresources, So, I've found myself in a bit of a career conundrum. I recently got laid off from my entry-level recruiting role in a government health agency, which was kind of a bummer since we were all expecting our positions to be secure given the ongoing health worker shortage. But, you know how it goes – budget cuts before an election. 😅 Now, I have a chance to take a temporary job in the payroll department at the same health agency. This position is likely to extend beyond the initial six months, and it comes with a pay bump, which is always nice! 📈 My background in Excel and HRIS has caught the attention of the temp agency, even though I don’t have that specific payroll certification they're looking for. Here’s the thing: I’m at a stage in my career where I want to acquire relevant HR experience, not just shift from one admin-heavy role to another. I'm worried that jumping into payroll might be a step away from what I truly want, which is to gather hands-on experience relevant for “pure” ...
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I speak with recruiters every day, many who are looking to start up their own agency... However, what I frequently hear is that they are shying away from setting up a temp desk due to concerns around being able to fund their on-hired workers and manage payroll complexities. But what if there WAS a solution that allowed you to tap into this market, and sustainably grow your temp/contract desk? By partnering with APositive you can: 💸 Access funds tied up in unpaid invoices, fund your payroll on-time (every time) 🚀 Never turn down new contract opportunities due to cash flow fears ✅ Eliminate risk of payroll errors, with a team of workforce experts managing your back-office so you can focus on growing your business If you’re currently weighing up whether to add a temp or contract desk to your business, or looking to grow your desk, I would love to have a chat with you! Contact me 👇 📧 [email protected] ☎️ 0499 235 336 #Recruitment #Payroll #Finance #Growth
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Principal Recruitment Consultant ,IT Consulting, Technical Recruiting, End to End Recruiting
Hiring an HR Executive with knowledge of time office management, salary administration, and payroll is crucial for the efficient functioning of an organization. Here are some key qualifications, skills, and responsibilities you might consider while hiring: Qualifications: 1. Education: A degree in Human Resources, Business Administration, or related fields. Additional certifications in HR management could be beneficial. 2. Experience: Prior experience in HR roles focusing on time office management, salary administration, and payroll processing. EXP 2 YRS TO 6 YRS Skills: 1. Payroll Processing: Proficiency in managing payroll systems, calculating salaries, taxes, benefits, and deductions accurately. 2. Time Office Management: Knowledge of attendance tracking systems, leave management, and ensuring compliance with labor laws regarding working hours and overtime. 3. Regulatory Compliance: Understanding of labor laws, tax regulations, and HR policies to ensure legal compliance in payroll and salary administration. 4. Communication: Excellent communication skills to interact with employees, management, and external agencies regarding payroll-related matters. 5. Attention to Detail: Precision in handling sensitive employee information, ensuring accuracy in payroll calculations, and adherence to timelines. Responsibilities: 1. Payroll Administration: Processing and managing the entire payroll cycle, including salary calculations, tax deductions, and disbursements. 2. Time and Attendance: Overseeing attendance records, managing leaves, and ensuring accurate recording of working hours. 3. Compliance: Ensuring adherence to legal requirements, tax regulations, and company policies related to payroll and time management. 4. Documentation: Maintaining accurate employee records, updating payroll databases, and generating reports as necessary. 5. Problem Resolution: Addressing payroll-related queries from employees and resolving issues promptly. 6. Collaboration: Coordinating with finance, legal, and other departments as needed for payroll-related matters. During the hiring process, consider conducting interviews with scenario-based questions to assess the candidate's problem-solving abilities, knowledge of relevant software tools, and their approach to handling payroll discrepancies or compliance challenges. Additionally, verifying their previous experience and seeking references can provide insights into their competence in managing payroll and time office tasks effectively. PLZ SHARE CV WITH PRESENT AND EXPECTED CTC AT [email protected] #hrcommunity #hr #hrexecutive #hrgeneralist #hrd #humancapital #humanresource #humanresourcemanagement #humanresources #automotive #autoparts #autocomponents #payrollmanagement #payrolljobs #payroll #admin #adminjobs #administration
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🇭🇺 Hungarian HR community and Hungarian business leader community. You. Are. Missing. Out. Yes, you are missing out on great talent and great value for money when only considering employment as an option to cover 👉🏼 growth scenarios 👉🏼 delivering on projects 👉🏼 temporary high quality resource needs Let's connect to see options for on-demand services through Gelber Consulting witht Gabor L.
Helping Reward & Benefits leaders improve Work-Life Balance with a premium employee benefit (1,100 Global Clients) | ✅️ Employee Retention & Wellbeing ✅️ Improving productivity 🌈 Driving DE&I
Should you hire self-employed contractors or full-time employees? I've been listening to what HR directors say on this.. This is what they think: HIRING AN EMPLOYEE: ✅ Control: You get control over when, how and where they do the work. ✅ Loyalty: Employees offer consistent availability. Contractors after they finish your project may not be available for future assignments if busy. ✅ Way of working: You can shape them to do things the way you want. You can give them performance objectives and training. A contractor may already have their own way of doing things. ................................................................................................................... HIRING A SELF EMPLOYED CONTRACTOR: ✅ Expertise: they are usually an expert at what they do with no training required. Great if you have an immediate project or lack the expertise yourself. ✅ Can be short term: you can have a contract for services for a fixed amount of time. And the benefit over an employee is that if you don’t like them – you can end the contract easily if you’re not happy with their work. ✅ Payroll is simpler: as they look after their tax deductions, have their own insurance and do not have the same rights as employees. There’s no sick pay, benefits, pension etc. ✅ No equipment needed: They should have their own equipment / tools as a self-employed contractor – so no car / laptop / phone needed. 💭 Do you think hiring contractors is cheaper or more expensive than employees? Let me know in the comments!
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Senior Level Management Professional | Senior Associate HR & EHS | SABPP Registered HR Professional
On this journey in HR, there have been many lessons and unique experiences for me. Every day is an adventure. Maintaining a strong working relationship with our outsourced payroll partner has been the foundation of a solid partnership for the last 2 years. However, they recently had a change in personnel handling our account. Even after what seemed to be a smooth handover, we started encountering challenges such as missed deadlines or lapses in service that have been extremely stressful. Strategies I have learned to effectively navigate boundaries and address issues in this experience include the following: § Open Communication Channels: Initiate open and honest conversations to understand the root cause of the issues. § Clearly Define Expectations: Revisit previously defined expectations in the service level agreement. § Regular Performance Reviews: This not only keeps both parties accountable but also provides an opportunity for continuous improvement and adjustments if needed. § Evaluate Alternatives: While addressing issues with the current service provider, it's essential to evaluate alternative solutions. Be prepared to explore other suppliers or options to ensure continuity. § Continuous Improvement Dialogue: Foster a continuous improvement dialogue with the service provider. I had to be reminded that establishing and maintaining effective boundaries with service providers is an ongoing process. By proactively addressing issues and fostering a collaborative relationship, you can ensure the success of an outsourced payroll. #ServiceProviders #Collaboration What else should I be considering in this scenario?
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Why choose Outsourcing Payroll Service? #InteractiveR #jobs #jobseeking #jobjobquotes #motivationalquotes #InteractiveRecruiters #Recruitment #Hiring #TalentAcquisition #HR #Jobs #JobSearch #CareerOpportunities #Staffing #Employment #BusinessSolutions #workopportunitiesecruitersorkOpportunitiesecruiters
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