Payroll / Labor Manager

Description

We're looking for a Payroll/Labor Manager to add as a key new member to the Accounting Team. The Payroll/Labor Manager’s primary responsibility is to coordinate and manage the Resort’s labor and productivity by providing analytical reporting and leading labor meetings. They'll perform the day-to-day activities associated with payroll processing as defined by the process procedures and in accordance with company policy. This person will be working with other payroll staff, hotel management, employees, and in some instances IT and third-party providers and be the liaison between Horseshoe Bay Resort's accounting team and our corporate accounting office.

Medical, Dental, Vision Insurance

Paid vacation, paid Holidays

401k plan with employer match

Long and short-term Disability

Major Illness Insurance

Accident Insurance

Limited access to some resort amenities (Golf, etc)

Retail and dining discounts

Discounts at all Crescent Hotels & Resorts properties

Associate housing and shuttle service

Weekly meal subsidies

Golf and Amenity Privileges*

Associate discounts

Retail and Dining at Horseshoe Bay Resort

Discounts at over 100 Crescent Hotels & Resorts properties throughout the country.

Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans

Critical Illness and Accident plans

Associate Relief Fund

Defines productivity targets in coordination with department leaders, Controller, and Managing Director

Provide in department managers with analytical reporting on labor productivity and overtime

Responsible for the development and implementation of productivity projects to reduce costs and improve business profitability.

Leads projects as well as coaches other project leaders on the implementation of improvements

Help align forecast with actual payroll hours by creating staffing guides with department leaders

Compile and process data from time & attendance system; verify the accuracy of data and process bi-weekly company payroll; record payroll results in general ledger

To provide reporting on payroll results through accounting system and/or time & attendance system as needed

To maintain reconciliations of general ledger balance sheet accounts with particular focus on gratuities and payroll deductions, ensuring accuracy of information residing in such accounts and timeliness of entries

To maintain company records in an orderly manner ensuring accessibility for ease of research and facilitating the audit function (internal and external)

To provide timely and accurate response to inquiries from taxing authorities, auditors, department heads, officers, etc.

Other duties as assigned

Background in accounting

Able to access, input and retrieve information from the computer.

Good logic, maturity, calculator by touch, typing, computer skills

High degree of confidentiality

Organizational and computer skills.

Common sense; logic.

Understanding of mathematics & accounting.

Pleasant, ability to deal with public, sense of priority, self starter

Desire to be integral part of team, cooperative, take pride in a job well done

Supportive of other employees

High School Diploma or GED required

10-key calculator by touch.

Must be able to reach top drawer of four-drawer cabinet.

Moderate lifting and carrying, 15—45 pounds.

Must be able to bend stoop, reach and stretch repetitively.

Must have normal vision with corrective lens.

Must have neat and pleasant overall appearance.

Must be able to sit for extended periods of time.

Must be able to communicate effectively with the general public.

Constant finger dexterity.

Comprehend reading materials, speak, read and write English.

Must be able to work well with numbers.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)