Payroll Clerk
- Recruiter
- Anonymous
- Location
- Rushden
- Salary
- 20000.00 - 22000.00 GBP Annual
- Posted
- 21 Oct 2018
- Closes
- 18 Nov 2018
- Sectors
- Accountancy
- Contract Type
- Contract
- Hours
- Full Time
Bright Horizons, voted Great Place to Work for the last 13 consecutive years, are looking for a Payroll Clerk to join our Payroll team, on a 6 to 12 month contract basis.
This role will be full time, working 9am to 5.30pm, Monday to Friday.
Within this role, you will be supporting the delivery of high quality and accurate payroll services to our UK workforce, across circa 10,000 employees. You will have your own portfolio of colleagues you will focus on managing the full end to end payroll process for, including the investigation and resolution of queries.
Duties and Responsibilities
Calculation of statutory payments, e.g. SMP/ SSP
Calculation of manual payments
Data entry
Processing company payments e.g. company sick pay
Calculation of interim payments and adjustments to employees' pay
3rd party disbursements
Dealing with and investigating queries from employees and external organisations
Taking ownership for the resolution of queries raised
Recommended Experience / Educations / Skills
Previous experience of working with high volume payroll, including experience of managing the end to end process
Ability to manually calculate net pay
Strong understanding of Payroll legislation
Good IT Skills, including Microsoft Excel and Word to an intermediate level
Self-motivated
Good communicator
Excellent customer service
Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. Therefore, it is essential in making your application you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are 'spent' under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment
This role will be full time, working 9am to 5.30pm, Monday to Friday.
Within this role, you will be supporting the delivery of high quality and accurate payroll services to our UK workforce, across circa 10,000 employees. You will have your own portfolio of colleagues you will focus on managing the full end to end payroll process for, including the investigation and resolution of queries.
Duties and Responsibilities
Calculation of statutory payments, e.g. SMP/ SSP
Calculation of manual payments
Data entry
Processing company payments e.g. company sick pay
Calculation of interim payments and adjustments to employees' pay
3rd party disbursements
Dealing with and investigating queries from employees and external organisations
Taking ownership for the resolution of queries raised
Recommended Experience / Educations / Skills
Previous experience of working with high volume payroll, including experience of managing the end to end process
Ability to manually calculate net pay
Strong understanding of Payroll legislation
Good IT Skills, including Microsoft Excel and Word to an intermediate level
Self-motivated
Good communicator
Excellent customer service
Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. Therefore, it is essential in making your application you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are 'spent' under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment