Payroll and Benefits Specialist

Job Description

Job Description

Who are we?                                                          

At Reeder General Contractors, we are driven by a clear mission: to provide opportunity and add value to the lives of the people we work with. We accomplish this by delivering purpose-driven construction services rooted in a safety-first approach, servant leadership, family values, and an unwavering commitment to excellence. Simply put, our mission is to Make People Better—our employees, our partners, and the communities we serve.

Why This Role Exists

Payroll is REEDER's largest recurring cash outflow and a direct input to job cost, WIP, and quarterly financials. This position provides dedicated execution and coordination for payroll, labor cost allocation, and benefits administration so payroll is accurate and timely, labor costs are reconciled before close, and employees receive responsive benefits support. The Specialist works within established controls and escalates exceptions, approvals, and policy decisions to the Controller, Director of Finance, or Talent & Development Manager.

Core Responsibilities

Payroll Processing & Compliance (50%)

• Process end-to-end multi-state payroll, including payroll inputs, review reports, funding support, and post-payroll reconciliation.
• Maintain accurate payroll master data in BambooHR and the accounting system and coordinate updates between the systems.
• Prepare payroll tax deposits, quarterly 941s, state filings, W-2s, and year-end payroll records for review and submission.
• Prepare certified payroll, prevailing wage, and Davis-Bacon reports for applicable public projects.
• Follow payroll controls, approval routing, segregation-of-duties requirements, and documentation standards.
• Research payroll discrepancies, resolve routine issues, and escalate exceptions or control concerns promptly.

Job Cost & Labor Allocation (20%)

• Allocate labor, burden, and payroll-driven overhead to jobs and cost codes each payroll cycle.
• Reconcile labor costs between payroll, job cost, and the general ledger before close.
• Provide complete payroll and burden inputs for month-end and quarter-end close according to the published calendar.
• Prepare schedules and supporting records for workers' compensation audits, general liability audits, and union or agency reporting.
• Coordinate corrections with Accounting and project teams when labor coding or allocation issues are identified.

Benefits Administration (25%)

• Administer day-to-day enrollments, changes, terminations, and employee records for health, dental, vision, life, disability, and 401(k) plans.
• Respond to routine employee benefits questions and coordinate escalated issues with HR, brokers, carriers, or plan administrators.
• Support open enrollment and insurance renewals by maintaining census data, preparing carrier files, and assisting with cost-modeling inputs.
• Reconcile benefit invoices to payroll deductions monthly and investigate variances.
• Prepare 401(k) funding files, maintain census data, and support annual audit and Form 5500 requirements.
• Maintain accurate records supporting ACA, COBRA, FMLA, and leave administration in coordination with HR.

Compensation & Executive Plan Administration Support (5%)

• Maintain approved compensation band records and employee placement data as directed by HR and Finance.
• Prepare bonus eligibility, calculation, and payout support using approved program rules.
• Maintain confidential records for the executive phantom stock plan, including participant data, vesting schedules, statements, and payout tracking, under CEO and Controller direction.
• Provide administrative support for compensation benchmarking and approved compensation changes.
• Maintain confidentiality and documentation standards for all compensation records.

Decision Authority & Partnerships

• Process routine payroll and benefits transactions within approved policies, calendars, and controls.
• Escalate payroll exceptions, material variances, tax issues, employee relations concerns, and policy questions to the appropriate leader.
• Obtain required approval before payroll funding, off-cycle payments, compensation changes, bonus payouts, or executive-plan transactions.
• Partner with HR on benefits plan selection, employee experience, policy, leave decisions, and communications.
• Partner with Accounting on labor allocation, general-ledger reconciliation, tax compliance, audits, and close-cycle deliverables.

Required Qualifications

• 3+ years of payroll processing experience, including full-cycle payroll responsibilities.
• Multi-state payroll and payroll tax compliance experience.
• Working knowledge of benefits administration and 401(k) plan operations.
• Proficiency in payroll and HRIS platforms; BambooHR experience preferred.
• Advanced Excel skills and experience reconciling payroll activity to a general ledger.
• Strong attention to detail, follow-through, customer service, and discretion with confidential employee information.

Our Core Values

Safety

We lead with a safety-first approach in everything we do. Safety is a core value embedded into every decision, jobsite, and interaction.

Servant Leadership

We lead by example, serve first, stay humble, take responsibility, and put people first. We are accountable and committed to developing others.

Family

We operate as one team built on unity, trust, support, and accountability. Strong relationships create strong results.

Commitment to Excellence

We execute with discipline and consistency. We take pride in our work, pursue continuous improvement, take ownership, and protect the reputation we have worked hard to build.

Working Environment

• Normal office environment
• Frequent activity: Sitting, Viewing Computer Screen

REEDER General Contractors is committed to providing a workplace free from discrimination or harassment. We expect every member of the REEDER community to do their part to cultivate and maintain an environment where everyone has the opportunity to feel included, and is afforded the respect and dignity they deserve.

Decisions related to hiring, compensating, training, evaluating performance, or terminating are made fairly, and we provide equal employment opportunities to all qualified candidates and employees. We examine our unconscious biases and take responsibility for always striving to create an inclusive environment that makes every employee and candidate feel welcome.