- UpvoteDownvoteShare Job
- Suggest Revision
Lead and mentor a team of 2 HR professionals who are responsible for benefits and payroll administration, fostering a collaborative and high-performance work environment. The Total Rewards Manager will work closely with senior leadership, HR colleagues, and external vendors to optimize reward programs that drive employee engagement, satisfaction, and performance.
$120,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
Strong knowledge of payroll processing, HR administration, and office management. Utilize SHRM membership for HR information and review wage ranges and raises. Administer bi-weekly tip distributions in conjunction with payroll.
$38 an hourExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Who We Are We are Accenture, a global professional services company, searching for a Workday Payroll AMS Consultant. Minimum of 2 years of Workday Payroll experience. This individual will be part of a team of advisory professionals focused on cloud-based data-reporting operations that integrate and optimize the essential corporate functions of finance, analytics, planning and HR. For many of our clients, successfully getting their data operations into cloud environments is a major focus.
$169,800 a yearFull-timeExpandApply NowActive JobUpdated 20 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Address employee inquiries and concerns related to payroll, benefits, and HR policies. Support and collaborate with third-party payroll provider, ensuring timely and accurate payroll processing using Gusto.
$40 an hourPart-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Employee Services Unit (ESU) is a global HR Shared Services center that provides customer support, program design and operational excellence across a diverse spectrum of HR domains: Benefits, Contact Center, Leave of Absence, Learning, Onboarding, Payroll, Staffing, Talent Management, Work Arrangement, and Workforce Data Management.
$62,300 a yearFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Experience with nonprofit financial management and reporting, HR functions such as hiring, payroll, and benefits, strategic planning and implementation, fundraising and grant writing, and board governance strongly desired.
$95,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
- Suggest Revision
Serve as back up to the RSS Scheduling Coordinator to prepare, distribute, review and correct timecard detail reports for all RSS staff bi-weekly before all payroll deadlines, in partnership with HR Payroll and Benefits Manager.
Full-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The HR Generalist carries out responsibilities in the following functional areas: Employee Relations, Payroll, Compensation and Benefits, Recruiting and hiring, and Employee and Organization development.
$35 an hourFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Serves as main day-to-day HR point of contact for leaders and employees within assigned business unit as it relates to HR policies and procedures including, but not limited, to onboarding and offboarding, payroll, timekeeping, benefit administration, FMLA and leaves of absence, employee relations, and policy interpretation.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
This role will gain exposure to multiple areas within HR including Disability Solutions, the HR Service Center, HR Operations, and a light introduction to payroll. Work includes managing incoming paper and electronic documents, completing legal and employee file requests, general filing, benefit entry, answering incoming calls through the HR Service Center, coordinating resource updates in internal HR System, managing outgoing communications, and general data entry.
$23.9 an hourFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The HR Director leads their team in providing exceptional customer service in the development, implementation, and administration of comprehensive HR services including recruitment, selection, job evaluation, total compensation, personnel and payroll transactions, labor relations, performance management, workforce planning, employee development, safety, and wellness.
$155,639 a yearFull-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Active Smartphone (to download scheduling & HR/Payroll applications). Cover Cleaner- ON CALL / covering fellow Betty shifts (25 hours minimum) *perfect side hustle. Two Bettys is a local residential & commercial cleaning company.
$23 an hourFull-timeExpandApply NowActive JobUpdated 20 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Plans, manages and implements Workday Payroll technology business solutions in a fast-paced environment. Provides technical direction to internal and external groups in accordance with Workday Payroll technology objectives.
$130,567 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
The role currently sits within the the HR team and reports into the Director of Human Resources and will eventually transition to the VP of Finance. Provide Finance business partnering for the HR department including budget setting and management in collaboration with VP Finance.
Full-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
- Suggest Revision
Handles various customer transactions to ensure timely and accurate results (i.e. paycheck, benefits, and HR data). As part of the Staffing Operations team, The Associate, HR Operations, gains an understanding and knowledge of Travelers staffing related policies and practices.
Full-timeExpandApply NowActive JobUpdated 12 days ago
hr payroll jobs in St Paul, MN
FEATURED BLOG POSTS
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.