Payroll and Benefits Manager | Established Restaurant Group

Payroll And Benefits ManagerPay is how a restaurant group keeps its promise. When hours, tips, and benefits land correctly and on time, managers stay on the floor and teams stay. This role owns payroll and benefits across a multi-unit, full-service portfolio in two markets—so every paycheck, enrollment, and compliance deadline protects guest service, not just the books.Performance ObjectivesRun accurate, on-time payroll for hourly, tipped, and salaried teams across all locations, with near-zero correction cycles after close.Cut recurring payroll errors and off-cycle checks by tightening timekeeping, tip reporting, and manager submission standards.Administer medical, retirement, and leave programs so eligible team members enroll, understand, and use benefits without chasing HR.Keep multi-state wage, tip-credit, tax, and benefits filings current and audit-ready.Give operators a clear monthly view of labor cost, overtime, and benefit spend they can act on before the period closes.Resolve pay and benefits issues within agreed service levels so general managers are not pulled off the floor.Partner with finance on year-end reporting, audits, and plan renewals that hold cost without cutting coverage people rely on.Environment & ResourcesYou sit with people operations and finance, reporting to the senior people or finance leader, and work daily with general managers and accounting. You will have a modern payroll and benefits platform, a defined processing calendar, and authority to set submission rules. The portfolio is profitable, multi-unit, and growth-minded—not a single café and not a national chain—so decisions stay close to the restaurants.Essential QualificationsProven ownership of multi-location restaurant or hospitality payroll, including tips, tip credit, and variable schedules.Hands-on benefits administration: eligibility, enrollments, leaves, and carrier or broker coordination.Working knowledge of multi-state wage, tax, and leave rules sufficient to flag risk before it becomes a penalty.Comfort building simple labor and benefits reports that operators actually use.A track record of calm, direct communication with non-HR managers under deadline pressure.Role Selling PointsOwn the full cycle—payroll, benefits, and compliance—not a narrow processing seat.See the impact in restaurants you can visit, not a distant shared-services queue.Work inside a group that chooses operational excellence over scale for its own sake.Support a culture that treats team members as the reason guests come back.If accurate pay and real benefits are how you protect a hospitality team, apply with a short note on a payroll or benefits problem you fixed and the result. Superior Talent Source