Payroll Supervisor , Clark County Auditor's Office

Job Summary The Payroll Supervisor provides direct supervision and operational oversight of Clark County’s payroll functions to ensure accurate, timely, and compliant payroll processing. This position is responsible for coordinating daily payroll operations, supervising assigned staff, maintaining internal controls, and ensuring compliance with applicable federal, state, and local regulations, collective bargaining agreements, and county policies.

The Payroll Supervisor serves as the primary operational support to the Payroll Manager and provides leadership and continuity of payroll operations in the Payroll Manager’s absence.

This position works collaboratively with Human Resources, Finance, Information Technology, and other county departments to support payroll administration, resolve complex payroll matters, and implement operational improvements.

Qualifications

Education and Experience: A combination of education, training, and experience that demonstrates the knowledge, skills, and abilities necessary to perform the essential functions of the position. Qualifying experience should include progressively responsible payroll administration, payroll processing, regulatory compliance, and demonstrated experience providing lead or supervisory oversight.

Knowledge of:

• Principles and practices of payroll administration and processing.
• Federal, state, and local payroll laws and regulations.
• Public-sector payroll practices and collective bargaining agreements.
• Payroll accounting, reconciliations, auditing, and internal controls.
• Principles of employee supervision, performance management, and staff development.
• Payroll information systems, reporting tools, and data management.
• Process improvement and operational management practices.

Ability to:

• Supervise, train, coach, and evaluate assigned employees.
• Coordinate complex payroll operations and meet established deadlines.
• Interpret and apply payroll laws, regulations, policies, and collective bargaining agreements.
• Analyze and resolve complex payroll discrepancies and operational concerns.
• Develop and implement effective payroll procedures and internal controls.
• Communicate effectively with employees, management, and county departments.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee and payroll information.
• Establish effective working relationships across departments.
• Prioritize competing responsibilities while maintaining accuracy and accountability.

Other Special Requirements: Some positions require a valid driver’s license and a successful criminal background check as required by law.

SELECTION PROCESS:

If you wish to upload a resume or other documents: Resumes and documents must be attached together in the ‘Resume Upload’ section of the application. Multiple files are allowed, but all applicant attachments must be uploaded simultaneously, as there is no way to edit or append uploaded materials after submitting the application.

Application Review (Pass/Fail) – An online application is required. Attaching a resume does not substitute for a completed application; incomplete applications will not pass the application review. Candidates deemed most qualified will be invited to participate in the remainder of the selection process.

Practical Exam (Pass/Fail) – This recruitment may require a practical exam which will be job related and may include, but not be limited to, the qualifications outlined in the job announcement. Candidates deemed most qualified will be invited to participate in the remainder of the selection process.

Oral Interview – The interview will be job related and may include, but not be limited to, the qualifications outlined in the job announcement. Top candidate(s) will continue in the process.

Employment References will be conducted for the final candidates and may include verification of education.

It is the general policy of the County that new employees should be hired at the lower steps of the applicable range and advance through the range at the normal progression.

First review date: December 8, 2026. This recruitment may close at any time on or after the first review date.

Examples of Duties

KEY OR TYPICAL TASKS AND RESPONSIBILITIES

Payroll Operations and Administration

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• Supervise and coordinate daily payroll operations to ensure accurate and timely processing of employee compensation, deductions, adjustments, and related transactions.
• Oversee payroll processing schedules, deadlines, reconciliations, and reporting requirements.
• Review and resolve complex payroll discrepancies, employee inquiries, and processing concerns.
• Ensure consistent application of county payroll policies, procedures, and collective bargaining agreements.
• Monitor payroll activities to identify operational challenges and recommend appropriate solutions.
• Coordinate payroll functions with Human Resources, Finance, and other county departments.

Supervision and Staff Development

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• Provide direct supervision to assigned Payroll Analysts and other designated payroll personnel.
• Assign, prioritize, and evaluate employee workloads to ensure effective payroll operations.
• Establish performance expectations and monitor employee performance.
• Provide ongoing coaching, technical guidance, training, and professional development.
• Conduct employee performance evaluations and address performance concerns consistent with county policies.
• Participate in recruitment, selection, onboarding, and training of payroll personnel.
• Promote a collaborative, accountable, and service-oriented work environment.

Payroll Compliance and Internal Controls

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• Ensure payroll operations comply with applicable federal, state, and local laws, regulations, and reporting requirements.
• Monitor compliance with collective bargaining agreements and county compensation policies.
• Assist in the development, implementation, and maintenance of payroll internal controls.
• Coordinate payroll audits, reconciliations, and compliance reviews.
• Identify payroll-related risks and recommend corrective actions.
• Maintain accurate payroll records and documentation in accordance with applicable retention requirements.

Payroll Systems and Process Improvement

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• Support payroll system upgrades, enhancements, testing, and implementation activities.
• Evaluate existing payroll procedures and recommend improvements to increase efficiency, accuracy, and consistency.
• Develop, maintain, and update payroll procedures, training materials, and operational guidelines.
• Collaborate with Information Technology, Human Resources, and Finance to resolve payroll system issues.
• Support the development of payroll reports, data analysis, and performance measures.
• Assist with implementing standardized payroll practices and operational improvements.

Operational Leadership and Department Coordination

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• Serve as the designated operational lead in the Payroll Manager’s absence.
• Assist the Payroll Manager with departmental planning, workload management, and operational priorities.
• Coordinate payroll-related projects and departmental initiatives.
• Provide technical guidance and recommendations regarding complex payroll matters.
• Support the Payroll Manager in identifying staffing needs, resource requirements, and operational challenges.
• Participate in departmental meetings and cross-functional initiatives.
• Ensure continuity of payroll operations and timely resolution of operational concerns.

Performs other related duties as required.

The Payroll Supervisor is distinguished from the Senior Payroll Analyst by its responsibility for direct employee supervision, performance management, operational coordination, and accountability for daily payroll functions. While the Senior Payroll Analyst performs advanced technical payroll duties and provides specialized expertise, the Payroll Supervisor is responsible for assigning and overseeing work, evaluating employee performance, coordinating payroll operations, and ensuring consistent implementation of payroll procedures.

The Payroll Supervisor is distinguished from the Payroll Manager by its primary focus on daily operational supervision and staff oversight. The Payroll Manager retains responsibility for broader strategic planning, departmental administration, countywide payroll initiatives, and overall management accountability.

The Payroll Supervisor serves as the primary operational support to the Payroll Manager and provides continuity of leadership in the Payroll Manager’s absence.

Salary Grade M2.202

Salary Range $7,117.00 - $9,963.00- per month

Close Date Open Until Filled Equal Opportunity Employer Clark County is an equal opportunity employer committed to providing equal opportunity in employment, access, and delivery of all county services. Clark County’s Equal Employment Opportunity Plan is available at http://www.clark.wa.gov/human-resources/documents.

Employee Benefits and additional compensation Clark County provides regular full-time and part-time employees with a comprehensive benefits package which includes medical, vision and dental insurance, paid leave, flexible spending accounts, life insurance and long-term disability, retirement, and deferred compensation. Some types of employees in some positions and bargaining units might have different benefits and additional compensation. More specific benefit information for the different bargaining units can be found at https://clark.wa.gov/human-resources/employee-benefits. Also please refer to the specific bargaining unit contract for additional compensation at https://clark.wa.gov/human-resources/documents.

Retirement Information All Clark County employees must participate in a WASHINGTON STATE RETIREMENT SYSTEM PLAN (PERS, PSERS or LEOFF).Employee contributions begin the first day of work. Current contribution rates vary by plan but could range from 5% to 15% of gross pay, depending on the plan choice.

For additional information, check out the Department of Retirement Systems' web site here: http://www.drs.wa.gov/

If you are in need of ADA/Section 504 assistance for accommodations, please contact Human Resources at (564) 397-2456; Relay (800) 833-6388.