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We are recruiting a talented and experienced Human Resources Manager for an organization located in the Central Valley of California. Our client offers an amazing and collaborative work culture that fosters success by providing high-end resources and technology. They offer great benefits including Medical, Dental, Vision, and 401k (with company match). The Human Resources Manager will be responsible for overseeing all aspects of human resources practices and processes. This includes employee relations, performance management, leave of absence management, recruitment, training and development, payroll, compensation and benefits administration, and ensuring safety/compliance with all relevant labor regulations. This role will have three direct reports (HR generalist, payroll specialist and safety specialist) and is 100% onsite. Salary: $115,000-$130,000 DOE. The ideal candidate will have strong employee relations, benefits administration, LOA administration and payroll experience. Please send resumes to Recruiter: Preet Kuar - preet@pacificstaffing.com
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Trusted sales professional and partner: helping mid-large size companies attract, engage and retain their employees.
It's that time of year again - the perfect time to evaluate your HRIS/payroll system. Companies are already starting to evaluate if they want to go-live in July, October, or even January with their new partner of choice. I have been having some meaningful conversations this month with HR and Finance executives and it's always educational to learn about your wants and needs as it pertains to your organization. If you're in the market for a new HRIS/payroll system, I would love to chat with you. Please feel free to reach out at mmullally@paylocity.com. Let's discuss how Paylocity can help your organization and most importantly: your employees! #pcty #humanresources #beunbeatabletogether Thanks for your time and have a great week!
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Principal Telecom Recruiter Hiring for Wireless & Fiber Skillsets- "Here to positively impact lives one candidate at a time."
Stephanie Acosta, our wonderful Payroll Administrator tells us how she juggles her responsibilities such as: addressing payroll inquiries, ensuring compliance, generating reports, assisting with audits and collaborating closely with HR and Finance. She states that juggling multiple responsibilities as a Payroll Administrator requires a balanced approach. Managing multiple responsibilities efficiently involves effective time management and prioritization. She is focused on responding to inquiries promptly, ensuring employees feel heard and valued, maintaining open communication channels, welcoming questions, and providing friendly, helpful responses. She emphasizes that staying updated on regulations is key. She keeps meticulous records to demonstrate compliance during audits, making sure everything is in order and easily accessible. She utilizes software tools to streamline all her report generation processes, saving time and ensuring accuracy. She prioritizes building strong relationships with HR and Finance colleagues, understanding that teamwork is essential for success. Overall, maintaining a proactive and organized approach helps her effectively manage her responsibilities as a Payroll Administrator. By staying communicative, compliant, and collaborative, she ensures smooth operations and supports the needs of both employees and the organization as a whole. #HR #Payroll #prioritization #success #organization #leadership #Hrhacks #teamwork #staffing #recruiting Broadstaff
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My organization is looking to replace our current HRIS/Payroll company. What are your favorites? As the HR for a 6 pediatric clinics, 1 billing company & a management firm, I need something that will handle much more than payroll. Must: 1. Payroll Processing 2. Time Keeping 3. IRS, ERISA, DOL (state & federal) Compliance & Reporting, including New Hire & Unemployment Wage reporting 4. Onboarding with Background Checks 5. FMLA tracking 6. PTO Management & Processing 7. 401K Integration & reporting 8. Benefit Integration let me know your favorites that are easy to implement and easy to train office managers to use!
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How Can HR Professionals Eliminate Redundant Data in HRIS? Answers: https://lnkd.in/gw5NPqg8 #HRManagement #Payroll #HRIS #Efficiency Hey everyone! 😊 I'm currently working as an HR Generalist, and one of my key responsibilities is assisting with payroll. This includes managing retros, entering employee schedule changes, and overseeing supervisor changes. While I love the challenge, I've been facing a bit of an uphill battle lately when it comes to our HRIS. I've noticed that we have some **redundant information** in our HRIS that’s causing issues, particularly when we run reports. This redundancy isn't just a small annoyance; it can lead to misinformation and affect decision-making at various levels. Here are some pain points I've seen: 👥 **Increased chances of errors**: When the same information is stored in multiple places, it becomes easy to get things mixed up or miss updates altogether. 📊 **Confusing reports**: Redundant data means our reports may not accurately reflect the situation on the ground, making it tough for everyone involved to make informed decisions. 🕒 **Wasted time**: Cleaning up after old processes takes time...
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🔍 Seeking Insight from Rippling HRIS and Payroll Admins 🤝 I'm looking for insights from HRIS and Payroll Administrators experienced with Rippling, particularly in areas like SSO, device management, and benefits administration for multi-EIN companies with diverse employment statuses (W2, 1099, LLC) across most US states. Even if your company hasn't used all these features or doesn't fit this profile exactly, I would love to hear about your experiences—good or bad! I've previously worked with Rippling and encountered engineering glitches and incorrect tax filings, leading to significant additional HR and payroll work. I've also faced overcharges, limited customization, and poor support, with issues often prematurely closed, incorrectly addressed, or ignored after months of follow-up through multiple channels. Given my experiences and similar feedback from other HR professionals, I'm very curious to hear from others. As my new company considers Rippling for its IT features, I want to ensure we fully understand what we're getting into before making a significant investment. I understand different customers have varied experiences, and your insights will help us choose the best partners to provide an excellent employee experience and spend company dollars wisely. I genuinely believe this space is vital as it impacts employees' experience, as well as the company's bottom line, workload, compliance, and processes. If anyone is interested in hearing more about my experience, I'm happy to chat if it helps you or your employees in any way. #HRIS #Payroll #Rippling #TechImplementation #HRCommunity #Networking
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How Can HR Professionals Eliminate Redundant Data in HRIS? Answers: https://lnkd.in/gf2USJ39 #HRManagement #Payroll #HRIS #Efficiency Hey everyone! 😊 I'm currently working as an HR Generalist, and one of my key responsibilities is assisting with payroll. This includes managing retros, entering employee schedule changes, and overseeing supervisor changes. While I love the challenge, I've been facing a bit of an uphill battle lately when it comes to our HRIS. I've noticed that we have some **redundant information** in our HRIS that’s causing issues, particularly when we run reports. This redundancy isn't just a small annoyance; it can lead to misinformation and affect decision-making at various levels. Here are some pain points I've seen: 👥 **Increased chances of errors**: When the same information is stored in multiple places, it becomes easy to get things mixed up or miss updates altogether. 📊 **Confusing reports**: Redundant data means our reports may not accurately reflect the situation on the ground, making it tough for everyone involved to make informed decisions. 🕒 **Wasted time**: Cleaning up after old processes takes time...
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Strategic HR, Recruiting, and Technology Solutions Advisor helping small and mid-sized businesses optimize talent and spend. HCM and Recruitment Marketing speaker and author.
Rollercoasters can be fun. If you are on spring break at Dollywood with your family, excited to ride the next big ride. Is your relationship with your current HRIS/payroll provider like a rollercoaster? You don’t know what’s next and that twist or turn might be more than your organization can bear ? Insperity makes it easy with our approach to serving every single client partner with an experienced HR team dedicated to your growth. No other #peo has the breadth, depth, or level of care that Insperity provides. Don’t wait for the next twist. Let’s talk.
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