Payroll Accountant
Scottsdale, United States


1. Summary Description
The Payroll Accountant’s primary responsibility is to provide general ledger expertise, support the payroll department and payroll services provided by Ceridian and all related activities for the North American Region.  The incumbent is the primary liaison between payroll and finance. The role will support the General Ledger from journal entry to reconciliation. The Payroll Accountant serves as the tier two subject matter expert for payroll and processes.

2. Key Result Areas

What does the job need to deliver? How is it measurable?

Individual performance measures (KPIs) required of the job that align with company goals and ensure accountability for the delivery of measurable results and clear linkage to the Performance Management Process (PMP).

Keys Results (KPI’s)
Result Measurement (Metric)
General Ledger Support

At the end of each payroll run all journals produced by Ceridian will be entered into SAP to include month end payroll accruals.  Journals required as a result of balance sheet recons will be entered on a periodic basis.

Balance Sheet Reconciliations

Periodically reconcile all Payroll & Benefit balances to include a review of the Payroll cash accounts to ensure the offshore team is properly recording payroll entries.

Payroll & Expense Administration

Serve as tier 2 support to the payroll team in Payroll processing, Customer Service & Employee Expense Reporting.


3. Key Accountabilities/Job Duties (6 –7 items)

Asterisk (*) essential functions & assign % of time to each function listed (Job duties should be listed in order of importance with essential (most critical and largest % of time) first and marginal duties last; Total % of time to equal 100%).  Minimum % of time for accountabilities/job duties is 10%.



Payroll Processing and Employee Expense Reporting.
  • Serve as backup to Payroll Analyst in all payroll processing functions
  • Serve as backup to Payroll Analyst in all employee expense processing functions
Payroll Accounting Cycle
  • Ensure timely and accurate entry of payroll into SAP
  • Reconcile Balance Sheet Accounts
  • Provide Treasury Support to reconcile cash accounts
Payments Services
  • Assist with funding payroll, provide Ceridian timely notification of stop payments, employee overpayments and pay adjustments.
  • Define and communicate to Ceridian requirements for special or bonus payroll processing.
  • Provide Ceridian updates of any changes to payment requirements for third party remittances and notify Ceridian of any union due requirement changes.
  • Reconcile/verify third party invoices to ensure proper third party remittances.
  • Make payments to unions for membership, dues and other union related payroll withholdings.
  • Other duties as assigned – data & system audits, projects, compliance

This document represents the major duties, responsibilities, and authorities of this job, and is not intended to be a complete list of all tasks and functions.  It should be understood, therefore, that incumbents may be asked to perform job-related duties beyond those explicitly described.

4. Reporting relationships:

Supervisor, dotted line reporting, direct reports, indirect reports, key peers


Reporting Relationship

Immediate Manager/Supervisor
Payroll/Vendor Manager, Finance NAM
Dotted Line
Direct Reports (titles and quantity)
Indirect Reports
Key Peers

Payroll Analyst, Controllers, HR Operations


5. Key Internal/External Relationships– who, why, how often

(Do not include routine supervisor/subordinate communications)

Who (Internal or External)
How Often

NAM Controller(s)

Ensure timely GL entry and reporting


North America employees and Managers

Discuss and answer payroll inquiries

Vendor management
Auditors – External and internal
Payroll processes and controls testing
Payroll compliance testing
Payroll remittance testing
Payroll policies and procedures
As needed

6. Typical problems and decisions required

What is the level of the problem solving and independent judgment


What sorts of problems are typical for the job?

What decisions are required and what references/guidelines are used?


What decisions are required to be referred to supervisors?

Customer Service

Assist with inquiries following established system pay rules.

Anything that is outside Analyst scope


Is the expected result the actual result?

Missed items or incorrect items


7. Descriptive Quantitative Data

Budget size/ sales targets (US$)

(please provide data specific to the position and/or Country/region/function where the position reports into)

  • Revenue
  • Operations
  • G&A

Geographic reach/span



Job Qualifications

Education/Experience, skill sets, desired competencies;

Show which are ‘required’ and which are desired or nice to have.


Required Education

  • Bachelor’s degree in Accounting or equivalent experience
  • Minimum of five (5) years of progressive experience in payroll and accounting.
  • Familiarity with rules and regulations relating to payroll
  • Ability to work with sensitive and confidential information
  • Knowledge of accounting principles and practices.
  • In-depth knowledge and experience of payroll funding and treasury.
  • Proficiency in relevant payroll and accounting software
Skill Sets
  • Proficiency utilizing databases, developing complex reports and researching
  • Attention to detail and accuracy
  • Planning and organizing
  • Scheduling and monitoring
  • Communication skills
  • Problem analysis and problem-solving skills
  • Decision-making
  • Teamwork – showing a commitment to teamwork and collaboration
  • Respect – extending dignity and respect to all people
  • Integrity – fostering trust and a positive work environment
  • Innovation – bringing creativity to the workplace
  • Customer Focus – achieving Company, department, and personal goals through a strong customer focus

Language Skills


Physical Attributes and Working Conditions

Physical effort/mobility and special working conditions required

Each line should include specificity, intensity under working conditions and, by use of the codes, frequency, and duration noted below.

Frequency Codes
R = Rarely (less than 0.5 hours per day)                      C = Continually (5.6 - 8.0 hours per day)       

O = Occasionally (0.6 - 2.5 hours per day)                         N/A = Not Applicable

F = Frequently (2.6 - 5.5 hours per day)                                 

Describe all physical requirements to be performed based on “essential” duties described in Key Accountabilities/Job Duties.  (If normal physical efforts only, please note “Normal office physical efforts”)


Physical Attributes:

Frequency code:

Normal office physical efforts/standing and sitting for long hours.


Describe any conditions of the physical environment which an employee in this job may find adverse, unpleasant or hazardous. 


Work Conditions:

Frequency code:

Office Setting
Original Date
Brian Harrelson
Human Resource Manager

The company is committed to and supports equal employment opportunity and affirmative action to all employees and applicants for employment. Equal employment opportunity means equal treatment of employees and applicants without regard to the following legally-protected characteristics: race, color, religion, creed, sex (gender identity), pregnancy (including childbirth and related medical conditions), sexual orientation, marital status, national origin, ancestry, age (40 and over), medical condition, genetic information (including characteristics and testing), veteran status, physical or mental disability status or any other legally-protected status.