Payroll Accounting Technician

Colorado State University
Fort Collins, Colorado, United States
08 Apr 2018
End of advertisement period
06 May 2018
Contract Type
Full Time

Description of Work Unit

The College of Business at Colorado State University is an AACSB accredited business school that enrolls more than 2,400 undergraduate students in six business concentrations and is the largest undergraduate major on campus. In addition, the college enrolls approximately 1,000 students in five different MBA programs.

Department 1220 in the College of Business houses centralized administrative functions supporting strategic planning, budgeting, accounting, human resources, purchasing, contracting, facilities management, and information technology. These administrative services support the 5 academic departments, and 7 diverse college and academic support functions supporting the Resident Instruction and Enterprise functions of the College of Business.

Position Summary

This position provides administrative payroll and human resources support in the College of Business (COB).

This position provides payroll and HR services to all 10 COB departments and administers the following areas: reappointments, personnel and payroll changes, temporary offer letters, HRMS/payroll data submission, Talent Management System (TMS) information initiation and monitoring, TimeClock Plus monitoring and maintenance and report processing.

This position also works closely with the Human Resources Representative to ensure compliance with payroll and HR processes. It also coordinates with departmental/unit HR contacts to ensure compliance with University Background Check policy. Additional duties of position also include; initiating, inputting, monitoring, quality assurance, and completing all personnel actions and payroll documents. These activities are often of a confidential nature.

The position provides assistance and consultation to the CSU Business community in the administration, processing and understanding of HR, payroll, benefits and privileges, and procedural requirements, plus applicable state and federal laws through training, education, interpretation, clarification, and communication and publication of laws, rules, regulations and policies and procedures.

External to the college, this position liaises with university HR, specifically HRIS, Records, Background Checks, Classification and Compensation, Employment, Payroll and Benefits, as well as International Programs, Foreign Tax Office, Student Employment, Graduate School, Sponsored Programs and Provost Office, to solve problems and ensure proper processing of employment related situations.

Minimum Qualifications

To be considered for this position, candidates must have:

  • Two full-time years (24 months) of technical accounting experience.

Preferred Qualifications

Highly sought applicants will have:

  • Knowledge and experience working with payroll functions
  • Experience with data entry, gathering and reporting
  • Demonstrated skills with verbal and written communication
  • Customer service abilities which places and emphasis on treated all as valued customers
  • Advanced skills in MS office including Word, Outlook and Excel
  • Demonstrated abilities in accuracy and attention to detail

Essential Job Duties

Job Duty Category Payroll and Human Resources Processing Duty/Responsibility

  • Prioritize and control quality of daily payroll and human resources processing tasks to ensure efficiency, accuracy, and timeliness of transactions.
  • Originate Personnel Action Data forms and documents for new hires and current employees.
  • Complete new hire paperwork with new hires of all employee groups and determines proper University forms for personnel and payroll input; decides if paperwork is complete and timely and follow-up as necessary.
  • Enter all personnel data changes in HRIS systems for all employee groups (Faculty, AP, State Classified, Graduate Assistants, Non-student hourly, and Student employees).
  • Track, manage, and update information for all year-end re-appointments, sabbaticals, transitional appointments, and faculty awards.
  • Ensure salaries are being placed into the correct accounts by verifying the account numbers listed on pay request forms and inquiring if there appears to be a discrepancy.
  • Coordinate and consult with the accounting unit of COB Operations to ensure proper accounts are being used.
  • Identify problems and concerns that, in turn, lead this position to add/change or modify procedures and policies.
  • Contact impacted parties and processes paperwork as appropriate.
  • Monitor progress and workflow; check quality and completeness of final products.
  • Oversee the creation and maintenance of supplemental pay information and assist departments and employees to ensure the annualized limits are not exceeded.
  • Review and submit job description proposals for all positions in the Talent Management System (TMS).
  • Generate offer letter drafts for all temporary faculty and ensures the correct FTE is entered in Oracle.
  • Obtain signatures and consult with departments on processing inquiries.
  • Research pay request and salary discrepancies with appropriate areas.
  • Coordinate with central payroll office to resolve issues in payroll processing.

Percentage Of Time 85 Job Duty Category Reporting Duty/Responsibility

  • Routinely generate and file HR and Payroll reports and take the appropriate actions warranted based on information contain in the reports (i.e., suspend assignments, student eligibility, end dates, pay discrepancies, I-9 expiration dates, etc.).
  • Compile data and generate reports and provide information as needed.
  • Utilize HR generated reports and budget information to perform monthly account reconciliation.
  • Enter changes and monitor TimeClock Plus for timesheet entry, leave approvals, and entries for non-exempt employees, process entries for FMLA, send reminder emails, ensure compliance and deadlines are met, and rectify issues.
  • Draft and send email reminders to COB staff for deadlines for documents, information, and confirmations.

Percentage Of Time 15

Special Instructions to Applicants


  • Clearly document job duties you have performed that relate to minimum qualifications, preferred qualifications, and essential job duties in the Work Experience section on the application. Human Resources must be able to evaluate your experience based on this information.
  • Clearly outline dates of employment and hours worked per week for each employment experience listed in the Work Experience section of the Application so that Human Resources can calculate full-time work experience.
  • The APPLICATION is the only document that will be utilized to determine if minimum qualifications, as outlined in the job posting, have been met. The Application is considered to be the legal document on file; resumes will not be reviewed for minimum qualification requirements.


  • If an Application is considered “Incomplete”, the Application will be removed from consideration for the position.
    • An Application is incomplete if no current/ previous employment is included in the Work Experience section of the Application.
    • An Application is incomplete if “see resume” (or something similar) is noted, or previous employment does not contain job duties for every position in the Work Experience section of the Application.
    • Positions requiring a degree or if using education as a substitution for work experience (eg: Associate or Bachelor’s) transcripts are required in order to verify receipt of the required degree or coursework. If official or unofficial transcripts are not supplied at the time of application, the Application is incomplete.


  • When a resume is listed as a required document, it may be used in the comparative analysis/ evaluation process to determine the candidates that most closely meet the qualifications of the position. This process occurs after an application has passed the minimum qualifications screening.
  • Resumes will not be accepted in place of a completed application; however, some positions may still require a resume as a component for complete application materials.
    **Please see the Required Documents section of the posting.


  • The selection process for State Classified positions may include an exam(s), which requires candidates to physically appear (at the CSU campus in Fort Collins, CO) at the candidates’ own expense.
  • All status updates for this position will be sent via email from In addition to your Inbox, remember to check the Deleted and Junk folders for these important communications.
  • Pertinent updates to your Application status can be obtained by logging into your application account at


  • Please check the Help link online at for assistance on your application or for answers to Frequently Asked Questions.
  • All other inquiries should be directed to the Colorado State University Human Resources Office

EEO Statement

Colorado State University is committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy and 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. Colorado State University is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Colorado State laws, regulations, and executive orders regarding non-discrimination and affirmative action. The Office of Equal Opportunity is located in 101 Student Services.

The Title IX Coordinator is the Executive Director of the Office of Support and Safety Assessment, 123 Student Services Building, Fort Collins, CO 80523 -2026, (970) 491-7407.

The Section 504 and ADA Coordinator is the Executive Director of Human Resources and Equal Opportunity, Office of Equal Opportunity, 101 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-5836.

Background Check Policy Statement

Colorado State University (CSU) strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks. The type of background check conducted varies by position and can include, but is not limited to, criminal (felony and misdemeanor) history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will be conducted when required by law or contract and when, in the discretion of the university, it is reasonable and prudent to do so.

Employment and Appeal Rights

If you receive notice that you have been eliminated from consideration for the position, you may protest the action by filing an appeal with the State Personnel Board/State Personnel Director within 10 days from the date you receive notice of the elimination. Also, if you wish to challenge the selection and comparative analysis process, you may file an appeal with the State Personnel Board/State Personnel Director within 10 days from the receipt of notice or knowledge of the action you are challenging.

Refer to Chapters 4 and 8 of the State Personnel Board Rules and Personnel Director’s Administrative Procedures, 4 CCR 801, for more information about the appeals process. The State Personnel Board Rules and Personnel Director’s Administrative Procedures are available at

A standard appeal form is available at: If you appeal, your appeal must be submitted in writing on the official appeal form, signed by you or your representative, and received at the following address within 10 days of your receipt of notice or knowledge of the action: Colorado State Personnel Board/State Personnel Director, Attn: Appeals Processing, 1525 Sherman Street, 4th Floor, Denver, CO 80203. Fax: 303-866-5038. Phone: 303-866-3300. The ten-day deadline and these appeal procedures also apply to all charges of discrimination.