Mid Level Payroll Team Leader Jobs
Mid level payroll team leader jobs go to professionals ready to own payroll processes end to end, mentor junior staff, and make compliance and accuracy decisions with limited oversight. Hiring is spread across Education, Consulting & Professional Services, and Staffing & Recruiting, with employers like Ryder System, Jobot, and Deloitte competing for payroll team leaders at this level now.
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DESCRIPTION
The Payroll & Compensation Manager oversees payroll operations, compensation programs, and related compliance activities to ensure employees are paid accurately, timely, and equitably. The role is responsible for payroll processing and controls, wage and salary administration, market benchmarking, compensation analysis, and the development and maintenance of payroll and compensation policies and procedures.
Working cross-functionally with Human Resources, Finance, and business leaders, this position safeguards payroll accuracy and data integrity, supports compliant and competitive pay practices, and provides analysis that informs budgeting, workforce planning, recruitment, retention, and organizational decision-making.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:
Payroll Administration
- Process accurate and timely weekly and semi-monthly payrolls for hourly and salaried employees, including timekeeping, overtime, bonuses, commissions, deductions, garnishments, taxes, and benefit and retirement contributions.
- Reconcile payroll registers, liabilities, deductions, contributions, and general ledger entries in partnership with Finance.
- Maintain and execute appropriate payroll and compensation controls, including segregation of duties, documented approvals, system access and change controls, reconciliations, and retention of supporting documentation, in alignment with applicable Sarbanes-Oxley (SOX) requirements and Company policies.
- Support internal, external, and SOX audits by preparing documentation, responding to requests, addressing findings, and implementing corrective actions to strengthen compliance and control effectiveness.
- Manage payroll tax filings, quarterly and year-end reporting, W-2 preparation, audit-ready records, and resolution of payroll discrepancies and escalated inquiries.
- Ensure compliance across all states in which the Company employs workers, including regular and final wage payments, overtime, minimum wage, deductions, wage statements, pay frequency, paid leave affecting payroll, garnishments, payroll taxation, and recordkeeping.
- Process employee separations and other payroll events in accordance with state-specific timing and payment requirements, including final wages and other amounts due.
- Monitor federal, state, and local regulatory changes and implement necessary system, process, policy, and communication updates.
Compensation Management
- Assist in developing and administering salary structures, pay grades, hourly wage ranges, incentive programs, and related compensation policies and procedures.
- Conduct ongoing market pricing and benchmarking across the geographic markets in which the Company operates; analyze internal pay equity and compensation trends; and recommend actions to maintain competitive, equitable, and compliant pay practices.
- Ensure compliance with applicable federal, state, and local pay transparency, salary-range disclosure, equal-pay, and pay-equity requirements, including required postings, disclosures, recordkeeping, and related process updates.
- Support annual merit reviews, promotional increases, incentive compensation, job-grade evaluations, and other pay decisions.
- Administer annual bonus and commission programs, including eligibility, calculations, approvals, plan documentation, participant communications, payroll coordination, and maintenance of accurate supporting records.
- Partner with HR leadership and Finance on compensation budgeting, labor-cost forecasting, workforce planning, and financially sustainable pay programs.
- Maintain job classifications, compensation documentation, decision-support tools, and manager guidance.
- Evaluate and document positions for exempt or non-exempt status under the Fair Labor Standards Act (FLSA) and applicable state wage-and-hour laws, partnering with Human Resources and legal counsel as appropriate to maintain accurate classifications.
- Prepare, coordinate, and submit required federal, state, and local compensation, pay-equity, salary, workforce, and demographic reporting and studies, maintaining accurate supporting data, job classifications, and documentation to meet applicable requirements.
Systems, Reporting, and Process Improvement
- Serve as the functional owner and subject-matter expert for Paylocity and related payroll, HRIS, timekeeping, finance, and reporting integrations.
- Lead system configuration, reporting, testing, upgrades, integrations, data validation, troubleshooting, and vendor coordination to ensure reliable and scalable processes.
- Proactively identify and implement automation and process improvements that reduce manual work and duplicate entry, strengthen controls and data quality, improve data flow, and enhance employee and manager self-service.
- Develop payroll, compensation, labor-cost, headcount, and operational reports; analyze trends to support budgeting, cost control, workforce planning, and management decisions.
- Maintain appropriate controls, documentation, data security, and confidentiality across payroll and compensation systems and processes.
Business Partnership and Employee Support
- Partner with HR, Finance, Production, and business leaders on payroll, compensation, workforce planning, reporting, and audit needs.
- Provide managers and employees with timely, clear, and professional guidance regarding payroll, pay practices, salary adjustments, and compensation policies.
- Develop and maintain standard operating procedures, templates, tools, and manager resources.
- Act independently on day-to-day payroll and compensation matters, escalating significant risks or exceptions as appropriate, and providing cross-functional HR support as needed.
SUPERVISORY RESPONSIBILITIES
None
QUALIFICATIONS
- Minimum of Bachelor’s degree in Human Resources, Business, Finance, Accounting, or a related field; equivalent relevant experience may be considered.
- Minimum of five or more years of progressive payroll and compensation experience, including direct responsibility for multi-state payroll administration.
- Experience in a manufacturing environment strongly preferred.
- Experience with payroll and compensation controls, audit support, and SOX-compliant processes strongly preferred.
- Strong knowledge of federal, state, and local payroll, wage-and-hour, payroll tax, and compensation requirements, including state-specific final-pay obligations.
- Strong Paylocity or comparable payroll/HRIS systems expertise, including configuration, reporting, testing, integrations, data validation, troubleshooting, and process optimization.
- Demonstrated success implementing automation and process improvements that increase accuracy, efficiency, scalability, controls, and service quality.
- Advanced Microsoft Excel skills and the ability to analyze and clearly communicate payroll, compensation, and financial data.
- Strong judgment, confidentiality, organization, communication, problem-solving, and cross-functional collaboration skills.
- Strong communication skills required. This position will be required to work with department managers throughout the organization.
Vibram is a growth company seeking motivated individuals to grow with it. We offer a supportive work environment, professional development, and a collaborative culture.
Vibram is committed to diversity and inclusion in our workforce. Qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, or disability.
DESCRIPTION
The Payroll & Compensation Manager oversees payroll operations, compensation programs, and related compliance activities to ensure employees are paid accurately, timely, and equitably. The role is responsible for payroll processing and controls, wage and salary administration, market benchmarking, compensation analysis, and the development and maintenance of payroll and compensation policies and procedures.
Working cross-functionally with Human Resources, Finance, and business leaders, this position safeguards payroll accuracy and data integrity, supports compliant and competitive pay practices, and provides analysis that informs budgeting, workforce planning, recruitment, retention, and organizational decision-making.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:
Payroll Administration
- Process accurate and timely weekly and semi-monthly payrolls for hourly and salaried employees, including timekeeping, overtime, bonuses, commissions, deductions, garnishments, taxes, and benefit and retirement contributions.
- Reconcile payroll registers, liabilities, deductions, contributions, and general ledger entries in partnership with Finance.
- Maintain and execute appropriate payroll and compensation controls, including segregation of duties, documented approvals, system access and change controls, reconciliations, and retention of supporting documentation, in alignment with applicable Sarbanes-Oxley (SOX) requirements and Company policies.
- Support internal, external, and SOX audits by preparing documentation, responding to requests, addressing findings, and implementing corrective actions to strengthen compliance and control effectiveness.
- Manage payroll tax filings, quarterly and year-end reporting, W-2 preparation, audit-ready records, and resolution of payroll discrepancies and escalated inquiries.
- Ensure compliance across all states in which the Company employs workers, including regular and final wage payments, overtime, minimum wage, deductions, wage statements, pay frequency, paid leave affecting payroll, garnishments, payroll taxation, and recordkeeping.
- Process employee separations and other payroll events in accordance with state-specific timing and payment requirements, including final wages and other amounts due.
- Monitor federal, state, and local regulatory changes and implement necessary system, process, policy, and communication updates.
Compensation Management
- Assist in developing and administering salary structures, pay grades, hourly wage ranges, incentive programs, and related compensation policies and procedures.
- Conduct ongoing market pricing and benchmarking across the geographic markets in which the Company operates; analyze internal pay equity and compensation trends; and recommend actions to maintain competitive, equitable, and compliant pay practices.
- Ensure compliance with applicable federal, state, and local pay transparency, salary-range disclosure, equal-pay, and pay-equity requirements, including required postings, disclosures, recordkeeping, and related process updates.
- Support annual merit reviews, promotional increases, incentive compensation, job-grade evaluations, and other pay decisions.
- Administer annual bonus and commission programs, including eligibility, calculations, approvals, plan documentation, participant communications, payroll coordination, and maintenance of accurate supporting records.
- Partner with HR leadership and Finance on compensation budgeting, labor-cost forecasting, workforce planning, and financially sustainable pay programs.
- Maintain job classifications, compensation documentation, decision-support tools, and manager guidance.
- Evaluate and document positions for exempt or non-exempt status under the Fair Labor Standards Act (FLSA) and applicable state wage-and-hour laws, partnering with Human Resources and legal counsel as appropriate to maintain accurate classifications.
- Prepare, coordinate, and submit required federal, state, and local compensation, pay-equity, salary, workforce, and demographic reporting and studies, maintaining accurate supporting data, job classifications, and documentation to meet applicable requirements.
Systems, Reporting, and Process Improvement
- Serve as the functional owner and subject-matter expert for Paylocity and related payroll, HRIS, timekeeping, finance, and reporting integrations.
- Lead system configuration, reporting, testing, upgrades, integrations, data validation, troubleshooting, and vendor coordination to ensure reliable and scalable processes.
- Proactively identify and implement automation and process improvements that reduce manual work and duplicate entry, strengthen controls and data quality, improve data flow, and enhance employee and manager self-service.
- Develop payroll, compensation, labor-cost, headcount, and operational reports; analyze trends to support budgeting, cost control, workforce planning, and management decisions.
- Maintain appropriate controls, documentation, data security, and confidentiality across payroll and compensation systems and processes.
Business Partnership and Employee Support
- Partner with HR, Finance, Production, and business leaders on payroll, compensation, workforce planning, reporting, and audit needs.
- Provide managers and employees with timely, clear, and professional guidance regarding payroll, pay practices, salary adjustments, and compensation policies.
- Develop and maintain standard operating procedures, templates, tools, and manager resources.
- Act independently on day-to-day payroll and compensation matters, escalating significant risks or exceptions as appropriate, and providing cross-functional HR support as needed.
SUPERVISORY RESPONSIBILITIES
None
QUALIFICATIONS
- Minimum of Bachelor’s degree in Human Resources, Business, Finance, Accounting, or a related field; equivalent relevant experience may be considered.
- Minimum of five or more years of progressive payroll and compensation experience, including direct responsibility for multi-state payroll administration.
- Experience in a manufacturing environment strongly preferred.
- Experience with payroll and compensation controls, audit support, and SOX-compliant processes strongly preferred.
- Strong knowledge of federal, state, and local payroll, wage-and-hour, payroll tax, and compensation requirements, including state-specific final-pay obligations.
- Strong Paylocity or comparable payroll/HRIS systems expertise, including configuration, reporting, testing, integrations, data validation, troubleshooting, and process optimization.
- Demonstrated success implementing automation and process improvements that increase accuracy, efficiency, scalability, controls, and service quality.
- Advanced Microsoft Excel skills and the ability to analyze and clearly communicate payroll, compensation, and financial data.
- Strong judgment, confidentiality, organization, communication, problem-solving, and cross-functional collaboration skills.
- Strong communication skills required. This position will be required to work with department managers throughout the organization.
Vibram is a growth company seeking motivated individuals to grow with it. We offer a supportive work environment, professional development, and a collaborative culture.
Vibram is committed to diversity and inclusion in our workforce. Qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, or disability.
See All 65 Mid Level Payroll Team Leader Jobs
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Find JobsMid Level Payroll Team Leader Job Market
Who's Hiring
- Ryder System16
- Jobot3
- Deloitte2
- Ursus2
- Howard University2
Top Industries Hiring
- Education
- Consulting & Professional Services
- Staffing & Recruiting
- Healthcare & Medical Services
- Accounting & Auditing
Mid Level Payroll Team Leader Jobs: Frequently Asked Questions
How do I get a mid level payroll team leader job?
Position your experience around ownership, not just task completion. Highlight payroll cycles you have managed independently, compliance issues you resolved, and any junior staff you have guided. Applications that show you have handled multi-state or multi-entity payroll, reduced error rates, or improved processing timelines stand out clearly at this level. Tailor your resume to match the specific payroll systems each employer uses.
Which companies hire mid level payroll team leaders?
Companies hiring mid level payroll team leaders right now include Ryder System, Jobot, and Deloitte, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from mid-size to large employers with enough payroll complexity to need experienced team leads who can operate with real autonomy.
Are there remote mid level payroll team leader jobs?
Yes, though availability varies by employer and payroll system requirements. About 55% of mid level payroll team leader openings are remote or hybrid as of November 2026, reflecting broader flexibility in finance and HR operations roles. Hybrid arrangements are common at employers who handle sensitive payroll data and prefer some in-office coordination for compliance and system access reasons.
How do I move up to a mid level payroll team leader role?
Moving from entry level into a mid level payroll team leader role comes from building depth in core payroll functions, then taking on broader ownership over time. Focus on mastering a major payroll platform, handling increasingly complex pay runs, and volunteering to coordinate audits or onboard new team members. Employers look for a pattern of growing responsibility and measurable accuracy improvements before promoting into a team leader capacity.
Which industries hire the most mid level payroll team leaders?
Mid Level payroll team leader roles concentrate in Education, Consulting & Professional Services, and Staffing & Recruiting, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because their workforce size and regulatory complexity require experienced payroll professionals who can manage team output and ensure compliance without constant supervisory direction.