---
esco_uri: http://data.europa.eu/esco/skill/9d916d7c-89b3-4084-a6d9-e2b0b3091404
esco_label: "manage payroll"
relation: essential
onet_soc: 11-3121.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# manage payroll — HR Manager

As an HR Manager, 'managing payroll' isn’t *doing* the data entry (usually!), but owning the entire process from start to finish. Daily work involves reviewing timesheets for accuracy – spotting patterns of overtime needing investigation or unusual hours requiring clarification. You'll be a key point of contact for employee pay inquiries, resolving discrepancies quickly and accurately. Beyond basic processing, it means staying current on tax regulations (federal, state, local) impacting deductions, ensuring compliance with wage & hour laws, and managing garnishments/levies. Think less 'calculator', more 'process guardian'.

Typical tools are payroll software like Workday, ADP, Paychex, or UKG Pro; strong Excel skills for reporting/auditing are also vital. You’ll be generating reports on payroll costs (for budgeting), analyzing salary trends to inform compensation reviews, and potentially managing the integration of payroll with benefits administration systems. A big part is *preventative* – setting up new hires correctly in the system, processing terminations accurately to avoid errors, and proactively auditing data for potential issues.

A common pitfall? Relying too heavily on the payroll processor without independent verification. Errors happen! Another is failing to stay updated on changing tax laws which can lead to penalties. Good 'looks like' a consistently accurate and timely payroll delivery, minimal employee complaints about pay, successful completion of audits (internal & external), and proactive identification/resolution of potential issues *before* they become problems.

Finally, remember the ESCO definition includes advising management on employment conditions. This means you’re not just processing payments; you're translating complex payroll data into actionable insights for leadership – like the cost impact of proposed salary increases or benefit changes. You need to understand how payroll ties into overall workforce planning and budgeting.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
