The posting
Payroll & HRIS Analyst The Payroll & HRIS Analyst is a hands-on HR operations role responsible for accurate payroll processing, payroll tax support, HRIS data integrity, reporting, system troubleshooting, and payroll-related financial reconciliation. The position serves as a key technical and analytical resource between Human Resources, Finance, Accounting, IT, Dayforce, and external vendors, with clear ownership for business process knowledge, data validation, issue investigation, and functional requirements while partnering with IT on system access, integrations, security, automation, and technical configuration. The successful candidate will be comfortable investigating discrepancies, tracing data across systems, identifying root causes, documenting findings, and driving issues through resolution with limited supervision. This role requires a strong working knowledge of payroll, HR systems, data analysis, controls, and enough accounting and ERP familiarity to partner effectively with Finance, Accounting, IT, and external vendors without creating unclear ownership across functions. This is not a traditional HR Generalist or benefits administration role. A separate Benefits Specialist manages routine benefits transactions and employee benefit questions. This position is responsible for understanding how benefit and retirement-plan data should flow through Dayforce and vendor systems, validating that data, and troubleshooting issues when feeds, deductions, eligibility, or records do not reconcile. This role supports the company’s strategy by improving the reliability, accuracy, and usability of HR, payroll, benefit, and workforce data. As the organization continues to standardize systems, strengthen controls, and operate across multiple functions and locations, the Payroll & HRIS Analyst helps ensure that critical employee and payroll information is accurate, integrated, auditable, and available for timely business decisions. About STgenetics At STgenetics, we are revolutionizing the future of agriculture and animal genetics through advanced technology, innovation, and a commitment to excellence. As the global leader in livestock reproductive solutions, we invest in training, development, and long-term career growth for our employees. Key Responsibilities The role is expected to own functional payroll and HRIS analysis, data validation, vendor follow-up, process documentation, and issue coordination. It is not expected to replace IT ownership of infrastructure, security administration, enterprise architecture, network access, or application development; instead, the role should translate HR and payroll needs into clear requirements and partner with IT to implement sustainable technical solutions. Payroll & Payroll Tax
Process and support accurate and timely payroll, including regular payroll, bonuses, adjustments, deductions, garnishments, retroactive payments, and other employee payments. Review payroll reports, exception reports, and control totals to identify discrepancies before payroll finalization. Perform payroll reconciliations and investigate pay, deduction, tax, and employee data discrepancies. Support federal, state, and local payroll tax compliance, including researching and resolving payroll tax notices, agency inquiries, and filing discrepancies. Work with Dayforce, payroll tax vendors, and government agencies to resolve tax setup, registration, remittance, and reporting issues. Assist with quarter-end and year-end payroll processes, including tax reconciliations, Forms 941, W-2/W-2C reporting, and applicable state and local filings. Maintain payroll documentation, audit support, and internal controls designed to promote accurate and compliant payroll processing.
HRIS, Integrations & Data Integrity
Support the administration and ongoing use of Dayforce and other HR technology platforms, including employee data maintenance, testing, reporting, troubleshooting, and process documentation. Monitor inbound and outbound data interfaces between Dayforce and third-party systems, including 401(k), medical, dental, vision, HSA/FSA, life insurance, and other payroll or benefit vendors. Understand the purpose, structure, timing, and expected data within vendor feeds and use that knowledge to identify missing, rejected, duplicated, or inaccurate records. Investigate discrepancies between Dayforce, payroll records, benefit elections, retirement-plan data, vendor files, and downstream systems. Determine whether issues originate from employee data, HRIS configuration, payroll setup, file mapping, timing, eligibility rules, vendor processing, or another source, and coordinate the appropriate resolution. Review interface results, error reports, exception files, and reconciliation reports; follow failed files and rejected records through resolution. Support testing of new vendor feeds, system changes, file-layout updates, and HRIS enhancements, including documenting test results, validating payroll and employee-data impacts, and coordinating appropriate approvals before changes are moved into production. Perform recurring data audits and reconciliations to identify discrepancies before they create payroll, benefit, or compliance issues. Maintain documentation for vendor feeds, interface schedules, file specifications, reconciliation procedures, and issue-resolution processes.
Payroll Accounting & Finance Support
Partner with Finance and Accounting to research and resolve any discrepancies related to payroll activity and payroll-related benefits. Validate payroll funding requirements and reconcile payroll cash disbursements, direct-deposit files, returned payments, voids, reversals, and outstanding payroll checks in coordination with Treasury and Accounting. Prepare, review, or support HRIS data that drives payroll journal entries and related accounting information. Reconcile wages, employer taxes, deductions, benefit premiums, retirement contributions, and other payroll liabilities to company policies and employer elections. Research and resolve differences between payroll records, vendor data, and information from Finance and Accounting. Prepare or support payroll-related accruals and estimates, including accrued wages, bonuses, commissions, paid time off, payroll taxes, and employer benefit costs, and provide supporting calculations to Finance and Accounting. Prepare payroll variance analysis and explain significant period-over-period differences. Support month-end, quarter-end, year-end, internal audit, and external audit activities by providing accurate schedules, reports, and supporting documentation. Provide payroll and HR data needed for budgeting, forecasting, financial reporting, and other business analysis.
HR Analytics & Reporting
Prepare recurring payroll, headcount, compensation, workforce, and HR reports for Human Resources, Finance, and business leaders. Analyze HR and payroll data to identify trends, anomalies, data-quality issues, and opportunities for process improvement. Develop and maintain Excel-based reports, reconciliations, audits, and repeatable data-validation tools. Support compensation analysis and other HR analytics projects as needed. Identify opportunities to automate recurring reports, audits, and manual processes using available HRIS, Excel, Power Query, Power BI, or similar tools.
HR Compliance & General Operations
Support compliance with applicable payroll, employment, and employee-record requirements. Assist with onboarding, offboarding, employee changes, and other HR transactions when they affect payroll, employee data, or HR systems. Support internal compliance reviews and maintain accurate, confidential employee records. Provide technical and analytical support for HR projects and other operational initiatives as assigned.
Qualifications & Experience Required
3 to 5 years of relevant experience in payroll, HRIS, payroll accounting, HR operations, or a closely related field. Hands-on experience processing or supporting full-cycle payroll; multi-state U.S. payroll experience is strongly preferred. Working knowledge of federal, state, and local payroll tax requirements and experience researching payroll discrepancies or tax issues. Experience working with an HRIS or payroll platform and demonstrated ability to troubleshoot employee, payroll, or system data issues, translate business needs into clear functional requirements, and communicate those requirements to technical teams or vendors. Experience performing payroll, deduction, benefit, retirement-plan, or general ledger reconciliations. Strong analytical and problem-solving skills, with the ability to work through an issue independently, identify likely root causes, and coordinate resolution. Strong Microsoft Excel skills, including PivotTables, XLOOKUP/VLOOKUP, SUMIFS, formulas, filters, and data reconciliation, with the ability to use repeatable queries, templates, or documented logic to reduce manual rework and improve consistency. Ability to work with large data sets, identify inconsistencies, and communicate findings clearly. Strong attention to detail, confidentiality, data integrity, organization, and follow-through. Ability to partner effectively with Human Resources, Finance, Accounting, IT, employees, external vendors, and government agencies. Bachelor's degree in Human Resources, Accounting, Finance, Business, Information Systems, Data Analytics, or a related field preferred; equivalent relevant experience may be considered.
Preferred
Dayforce payroll and HRIS experience. Experience with payroll tax notices, agency inquiries, tax registrations, quarter-end, and year-end payroll processes. Experience with 401(k), HSA/FSA, medical, insurance, or other HR vendor feeds, including data validation, reconciliation, file troubleshooting, or integration support. Exposure to enterprise ERP or accounting systems such as Oracle, SAP, Microsoft Dynamics, Great Plains, or similar platforms. Experience with Power Query, Power BI, or comparable reporting and analytics tools, particularly for recurring reconciliations, audit support, data-quality monitoring, headcount reporting, payroll analysis, or workforce dashboards. Experience preparing payroll journal entries or reconciling payroll activity to the general ledger. FPC or CPP certification, or interest in pursuing payroll certification.
Success in This Role The strongest candidate will be comfortable moving between payroll, systems, data, and accounting. Success requires someone who does not stop at identifying that numbers or records do not match. They investigate why, isolate the source of the issue, determine who needs to be involved, and drive the problem through resolution.
Works independently becomes productive quickly with limited day-to-day direction, and knows when an issue requires escalation, technical review, vendor involvement, or cross-functional approval. Approaches discrepancies with curiosity and a root-cause mindset rather than simply escalating them. Understands how HR, payroll, benefit, retirement-plan, and financial data connect across systems. Balances technical accuracy with practical business judgment and clear communication.
Equal Opportunity Employer STgenetics is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, veteran status, disability, genetic information, or any other characteristic protected by applicable law. STgenetics® is not currently accepting unsolicited resumes from search firms. Regardless of past practice, all resumes submitted by search firms to any employee at STgenetics® via-email, the Internet or directly to hiring managers at STgenetics® in any form without a valid written agreement in place for that specific position will be deemed the sole property of STgenetics®. As a result, no fee will be paid in the event the candidate is hired by STgenetics®.
