Payroll Specialist I

Posted Date: Feb-10-2017

Job ID: 6579

Job Type: Full Time

Job Function: Finance

City: Kent

State: Washington


What's cool about this job

The Payroll Specialist I contributes to REI’s success by assisting in the processing of all in-house payroll related activities, including payroll processing and distribution, assisting with garnishment and discretionary deductions, coordinating payroll data retention, and processing typical payroll data. Assists with employee inquiries and assists the Payroll Manager, Sr. Payroll Specialist and Payroll Specialist II with other duties as assigned. Models and acts in accordance with REI’s guiding values and mission.


  • Process and distribute incoming/outgoing mail in the payroll department
  • Assist in the preparation of all company payroll cycles of 12,000+ employees in 40+ states with focus on the weekly pay cycle
  • Process typical payroll data including timecards, employment verifications, W-4 updates, direct deposit enrollments and changes, and W-2 reissues
  • Assist with employee child support, levies, and garnishments
  • Will have a good understanding of payroll processing functions in a multi-state environment
  • Requires a high level of accuracy, customer service and confidentiality
  • Assist with payroll data retention
  • Assist IT with testing payroll programs or other IT needs when Payroll Specialist II is unavailable
  • Assist HR with payroll/HR/employee needs or issues
  • Assist Payroll Manager, Sr. Payroll Specialist and Payroll Specialist II with miscellaneous duties as assigned
  • Assist Payroll Manager with other duties as assigned

Bring your passion and expertise

Requirements:

  • Minimum of 1+ years of payroll experience
  • Some understanding and practical application of payroll compliance, payroll regulations, and tax principles
  • Payroll Certification (Certified Payroll Professional) or working towards certification within 2 years
  • Payroll experience in a multi-state environment of 40+ states
  • Proficient PC experience working with Windows, Microsoft Word, Excel, and payroll system

Why you'll love it here

We’re a passionate community of people who believe in one simple truth: an outdoor life is a life well-lived. REI is a co-op, born in the mountains of the Pacific Northwest in 1938. We’re here to help our 5.5 million members have amazing experiences outside—and do the same ourselves. Bring your creativity, customer focus and enthusiasm for living life outdoors—we can’t wait to meet you!

At REI we offer an enviable work environment that Fortune Magazine has recognized on the "100 Best Companies to Work For" list since the award's inception – 20 years in a row! Sure, we work hard, but it’s balanced with time off to play—a strategy that works for us as we continue to grow and thrive. Want to enjoy a workplace where you can be yourself, be heard and be respected while having a job that challenges you? This is the place.

With more than 140 retail locations (and growing), REI offers unique competitive benefits to its more than 11,000 employees, including healthcare, gear and apparel discounts, free equipment rentals and challenge grants to help employees reach personal outdoor goals, generous retirement plan contributions, public transit subsidy, adoptions assistance, paid sabbaticals, and more.

REI is an Equal Opportunity Employer

NEW YORK CORRECTION LAW
ARTICLE 23-A, Section 753
LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.