Payroll/Labor Manager - Crescent : Job Details

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.BenefitsMedical, Dental, Vision InsurancePaid vacation, paid Holidays401k plan with employer matchLong and short-term DisabilityMajor Illness InsuranceAccident InsuranceLimited access to some resort amenities (Golf, etc)Retail and dining discountsDiscounts at all Crescent Hotels & Resorts propertiesNo matter your career destination, we can help you get there!With our commitment to Diversity, Equity, Inclusion, and Belonging, everyone can create their own success story at Horseshoe Bay Resort. Great benefits packages, subsidized housing, competitive pay, and scheduled reviews and raises, growth opportunity through our Manager in Training Program (MIT), and fun associate outings and events throughout the year are just a few of the MANY reasons to join our team. What are you waiting for?Job BenefitsAssociate housing and shuttle serviceWeekly meal subsidiesGolf and Amenity Privileges*Associate discountsRetail and Dining at Horseshoe Bay ResortDiscounts at over 100 Crescent Hotels & Resorts properties throughout the country.Full-time roles are eligible for the above, plus:Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plansCritical Illness and Accident plansAssociate Relief Fund*Privileges based on occupancy and business levelsGENERAL WORK SCHEDULE: 5 days per week; as needed for special projectsDefinition: The Labor Manager's primary responsibility is to coordinate and manage the Resort's labor and productivity by use of providing analytical reporting and leading labor meetings. Perform the day-to-day activities associated with payroll processing as defined by the process procedures and in accordance with company policy. He/she will be working with other payroll staff, hotel management, employees and in some instances IT and third-party providers. Will be the liaison between property and Corporate Payroll.General Duties:Defines productivity targets in coordination with department leaders, Controller, and Managing DirectorProvide in department managers with analytical reporting on labor productivity and overtimeResponsible 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 improvementsHelp align forecast with actual payroll hours by creating staffing guides with department leadersCompile and process data from time & attendance system; verify the accuracy of data and process bi-weekly company payroll; record payroll results in general ledgerTo provide reporting on payroll results through accounting system and/or time & attendance system as neededTo 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 entriesTo 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 assignedEmployment Standards:Background in accountingAble to access, input and retrieve information from the computer.Good logic, maturity, calculator by touch, typing, computer skillsHigh degree of confidentialityOrganizational and computer skills.Common sense; logic.Understanding of mathematics & accounting.Pleasant, ability to deal with public, sense of priority, self starterDesire to be integral part of team, cooperative, take pride in a job well doneSupportive of other employeesHigh School Diploma or GED required10-key calculator by touch.Physical & Mental Requirements: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)