Clerk, Payroll Administration - Mississauga, Canada - Canada Post - Postes Canada

Canada Post - Postes Canada
Canada Post - Postes Canada
Verified Company
Mississauga, Canada

3 weeks ago

Sophia Lee

Posted by:

Sophia Lee

beBee Recruiter
Description
Job Requisition Id: 166031


Business Function:
Human Resources


Primary City:
Mississauga


Other Location(s):

Province:
Ontario


Employment Type:
Full-Time


Employment Status:
Permanent


Language Requirement:
Bilingual Imperative (BBBB)


Employee Class and Level:
UPCEA05

Number of Vacancies: 3


Salary:
$25.94/hour

Job Closing Date (MM/DD/YYYY): 02/28/2023

The Clerk, Payroll Administration is responsible for providing the full range of specialized payroll services to Canada Post employees.

It requires in-depth knowledge of CPC's payroll procedures, policies and systems as well as respective provincial and federal legislative policies, programs and procedures.

The position will require the clerk to have knowledge of verification procedures, payroll computation, general accounting principles, statutory and elective deductions affecting pay as well as regulations affective account verification.

The clerk requires the ability to analyze, research and problem solve discrepancies and irregularities with respect to pay issues.


Responsibilities:


  • Coordinates all Pay Input within Prescribed Deadlines and sets priorities to ensure deadlines are met; assesses entitlements and processes changes in entitlements and/or deductions related to federal, provincial, employer prescribed and optional employee pay transactions in terms of taxation, Canada Pension, Employment Insurance, health care, Canada Savings Bonds, union dues, etc.; Determine correct coding for pay transactions as it relates to backup or source documentation; Responsible for verifying data transactions (e.g. status changes, back pay, new hires, etc.) from HRMBA (Human Resource Management Benefits Administration); Responsible for extracting data transaction files from ETC-DOS (e.g. employee hours and absences information); Maintaining an adequate bring forward (BF) system for recovery of salary advances, submission of acting pay, etc.
  • Identifying and Making Manual Provision for the Impact of Pay Adjustments. Considering source documentation, reviewing for inconsistencies, calculating pay entries and manual intervention to allow for cumulative impact on tax, pension, CPP, T4, etc.; Review the SAP/HRMBA Interface Change Extract report to determine necessary pay entries due to staffing actions, salary change, employee status changes, etc.; Compare SAP data with status of employee pay issues and analyze discrepancies;
  • Assessing the Need for Salary Advances/Overpayments. Deciding on a oneonone basis whether a salary advance (outside the pay system itself) is appropriate or reasonable under the circumstances; Calculating the salary advance, releasing the cheque, ensuring the recovery of the advance on the subsequent pay; Calculating gross to net overpayments, recovering if funds available and recommending activities such as: writeoff, referral, etc. Taking appropriate actions to recover overpayment such as calling employee/former employee, determining repayment schedules, etc. and deciding, if applicable, to refer to Collections; Issuing replacement cheques or lost, stolen or staledated cheques through supporting Declaration from employee; Ensuring stop payment is effected on cancelled cheques; Ensuring PRISM/pay office master file is updated on above transactions when applicable; Updates reports and prepares letter to employee.

Job Responsibilities (continued):


  • Audits/Verifies Colleagues' Work. Has the responsibility for full and complete audit of colleagues' pay administration; Provides training and guidance to colleagues needing assistance in own work unit and in divisions; Scrutinizes the pay input entries to detect any discrepancies in pay actions concerning such items as promotions, transfers, commencement date, change or termination of pay and benefits, overtime and pay adjustments; Ensures timely corrective action has been taken. Performs biweekly audits of output reports generated from pay processing (i.e. Update Report, Capture Error Report, Personal Segment Report, etc.) and prepares necessary correction.
  • Liaises with Other Functions and Directly with Employees. Discuss and resolve issues pertaining to employee leave without pay, employee not receive pay, hours paid, premiums, overtime pay, acting pay, salary revision and other related issues with the supervisor. This can be done face to face, on the telephone or via correspondence; Discuss and resolve issues pertaining to pay including T4's, record of employment, garnishee and other related issues with employees either face to face, on the telephone or through correspondence; Coordinate timely completion of pay issues often in coordination with Human Resources, LR, other Divisions, governmental departments such as Revenue Canada, Employment Insurance Canada, Workers' Compensation, Department of Justice etc.; Certifying documents as Personnel Officer for Workers' Compensation, etc.; Provides written and verbal responses to all inquiries while adhering to specified timeframe
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