Occupation · SOC 43-3051
Payroll and Timekeeping Clerks
Compile and record employee time and payroll data. May compute employees' time worked, production, and commission. May compute and post wages and deductions, or prepare paychecks.
Median wage
$55,290
$36,670–$78,830
Projected growth
-16.7%
Declining
Annual openings
-2,700
per year
Employed (US)
156,950
Job Zone 3
Typical preparation
Medium preparation
Stackable credential programs
457 mapped
Core skills
Reading ComprehensionActive ListeningMathematicsWritingSpeakingCritical ThinkingMonitoringService Orientation
Knowledge areas
AdministrativeMathematicsEnglish LanguageEconomics and AccountingPersonnel and Human Resources
Technology & tools
Accounting softwareHuman resources softwareTime accounting softwareData base user interface and query softwareCompliance software
Representative tasks
Verify attendance, hours worked, and pay adjustments, and post information onto designated records.Process and issue employee paychecks and statements of earnings and deductions.Compute wages and deductions, and enter data into computers.Process paperwork for new employees and enter employee information into the payroll system.Prepare and balance period-end reports, and reconcile issued payrolls to bank statements.Distribute and collect timecards each pay period.Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.Issue and record adjustments to pay related to previous errors or retroactive increases.Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records.Keep track of leave time, such as vacation, personal, and sick leave, for employees.Compile employee time, production, and payroll data from time sheets and other records.Keep informed about changes in tax and deduction laws that apply to the payroll process.Complete time sheets showing employees' arrival and departure times.Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions.Conduct verifications of employment.Prepare and file payroll tax returns.Compile statistical reports, statements, and summaries related to pay and benefits accounts, and submit them to appropriate departments.Balance cash and payroll accounts.Complete, verify, and process forms and documentation for administration of benefits, such as pension plans, and unemployment and medical insurance.Train employees on organizations' timekeeping systems.Coordinate special programs, such as United Way campaigns, that involve payroll deductions.
Competency framework
Skill expectations by proficiency level.
emerging
Timecards and attendance records — collect and distribute each pay period under direct supervisor guidance in a standard office payroll environment.Employee hours and basic pay data — enter into designated payroll software following step-by-step procedures with close oversight.New employee paperwork — process and input personal and tax-exemption information into the payroll system under direction from senior staff.Wage computations and standard deductions — calculate using provided formulas and basic spreadsheet tools with supervisor review of all outputs.Payroll records and employee information — update for routine changes such as transfers or address corrections following established data-entry protocols.Time sheets and work charts — review for obvious errors or missing entries and flag discrepancies to a senior clerk for resolution.Accounting and HR software interfaces — navigate using guided procedures to retrieve employee records and verify data fields in a clerical payroll setting.Pay stubs and earnings statements — prepare in standard templates under supervision for distribution to employees after payroll approval.Written payroll instructions and policy documents — read and apply to routine tasks, seeking clarification when procedural details are unclear.Payroll confidentiality and integrity standards — follow established workplace protocols to handle sensitive employee compensation data responsibly.
developing
Attendance records and pay adjustments — verify and post onto designated records with reduced oversight across regular bi-weekly or semi-monthly pay cycles.Employee paychecks and earnings-and-deductions statements — process and issue accurately using payroll software with minimal errors across multiple employee classifications.Gross wages, overtime, and statutory deductions — compute and enter into the payroll system independently, applying current tax tables and benefit rate schedules.New hire and termination paperwork — complete and enter into HR and ERP software, ensuring all required fields and compliance documents are captured on schedule.Period-end payroll reports — prepare and balance using spreadsheet software, reconciling totals to prior-period records with routine supervisor sign-off.Payroll discrepancies identified in time sheets and wage computations — investigate causes and apply standard corrective adjustments within established authorization limits.Employee status changes such as exemptions, promotions, and resignations — record promptly in the payroll system to maintain accurate and up-to-date personnel records.Payroll processing timelines and checklists — monitor progress across each pay period, proactively communicating delays or data gaps to supervisors.Payroll inquiries from employees — respond clearly and professionally, explaining deductions, adjustments, and payment schedules using accessible language.Time accounting and compliance software — use routinely to track labor hours, flag potential regulatory issues, and generate standard audit-ready reports.
proficient
Multi-cycle payroll runs including regular, off-cycle, and supplemental payrolls — execute autonomously end-to-end using ERP and payroll software in a mid-to-large organization.Complex payroll discrepancies involving retroactive adjustments, garnishments, and benefit reconciliations — diagnose and resolve independently by analyzing time records, contracts, and system data.Bank reconciliations and period-end payroll reports — prepare, balance, and certify, ensuring issued payroll totals tie precisely to bank statements and general ledger entries.Payroll compliance requirements including federal, state, and local tax filings — apply current regulatory knowledge to ensure accurate withholding, deposits, and reporting across all pay periods.Employee payroll records for complex status changes such as FMLA leave, garnishment orders, and equity compensation — maintain and update accurately within HR and ERP systems.Business intelligence and data analysis software — leverage to identify payroll cost trends, overtime patterns, and data quality issues, presenting findings to management.Payroll process documentation and standard operating procedures — develop and maintain to ensure consistency, auditability, and continuity across the payroll team.Cross-functional coordination with HR, finance, and benefits teams — facilitate to resolve escalated employee compensation issues and ensure seamless data flow between systems.Payroll system configuration changes such as new earnings codes or deduction types — implement and test in collaboration with IT or HRIS teams to support organizational changes.Critical payroll errors with downstream accounting or compliance impact — identify, escalate appropriately, and lead root-cause analysis to prevent recurrence.
advanced
Payroll strategy and departmental operating standards — define and implement across the organization to ensure scalable, compliant, and efficient payroll operations.Payroll team members and junior clerks — mentor, coach, and evaluate, building technical competency and professional judgment across all experience levels.Enterprise-wide payroll policy frameworks including compensation, overtime, and deduction governance — design in collaboration with HR and legal leadership to meet regulatory and strategic requirements.Payroll technology roadmap including ERP upgrades, time accounting systems, and automation initiatives — lead evaluation, selection, and implementation to drive accuracy and efficiency gains.Organizational payroll risk profile including audit exposure, tax liability, and compliance gaps — assess continuously and present mitigation strategies to executive stakeholders.Cross-departmental payroll integration projects connecting finance, HR, and operations — sponsor and oversee to eliminate data silos and improve period-end close timelines.Workforce cost analytics derived from payroll and time data — synthesize into executive-level reporting that informs budgeting, headcount planning, and labor cost management decisions.Payroll service-level standards and accuracy metrics — establish, monitor through dashboards, and hold team accountable for continuous improvement against defined benchmarks.External auditor and regulatory agency interactions related to payroll compliance and tax filings — lead and manage, ensuring the organization's records withstand scrutiny at the highest level.Organizational change initiatives affecting payroll such as mergers, acquisitions, or workforce restructuring — guide payroll implications analysis and lead system and process integration efforts.
Also known as
82 alternate job titles map to this occupation.
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