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Remote Payroll Director information

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$57.5K

$116.4K

$165K

How much do remote payroll director jobs pay per year?

As of Aug 20, 2026, the average yearly pay for remote payroll director in the United States is $116,415.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,000.00 and $135,000.00 per year, depending on experience, location, and employer.

What is a remote payroll director?

A Remote Payroll Director is a senior-level professional responsible for overseeing an organization's payroll operations while working from a remote location. This role involves ensuring accurate and timely payroll processing, complying with relevant laws and regulations, and managing payroll staff or vendors. Remote Payroll Directors often implement payroll systems, handle complex payroll issues, and collaborate with HR and finance teams. Their ability to manage payroll functions remotely allows companies to access top talent regardless of geographic location.

How does a remote payroll director effectively manage and coordinate with distributed payroll teams?

A Remote Payroll Director typically relies on digital collaboration tools, clear process documentation, and regular virtual meetings to oversee payroll operations across multiple locations. Establishing strong communication channels is essential for ensuring accuracy and compliance, especially when managing teams across different time zones or jurisdictions. Directors often implement standardized workflows and leverage cloud-based payroll systems to facilitate real-time updates and audits. Building trust and maintaining transparency within the team helps address challenges such as miscommunication or inconsistent data reporting.

What are the key skills and qualifications needed to thrive as a remote payroll director, and why are they important?

To thrive as a Remote Payroll Director, you need extensive experience in payroll management, deep knowledge of tax and labor regulations, and a relevant degree such as in accounting or finance. Familiarity with major payroll software (like ADP, Paychex, or Workday), HRIS systems, and often a CPP (Certified Payroll Professional) certification are typically required. Exceptional organizational skills, leadership, attention to detail, and effective virtual communication set top performers apart in this remote role. These competencies ensure accurate and compliant payroll operations, effective remote team management, and the smooth handling of sensitive employee data.

What is the difference between Remote Payroll Director vs Remote Payroll Manager?

AspectRemote Payroll DirectorRemote Payroll Manager
CredentialsTypically requires a CPA, CPP, or equivalent payroll certificationOften requires payroll certification or relevant experience, but less senior
Work EnvironmentStrategic leadership, overseeing payroll operations across multiple departments or regionsOperational focus, managing payroll processing and team supervision
Employer & Industry UsageUsed in large corporations, finance, and HR departmentsCommon in mid-sized companies, HR, and payroll service providers
Search & Comparison IntentPeople seeking senior payroll leadership rolesIndividuals looking for managerial payroll positions

The Remote Payroll Director focuses on strategic oversight and leadership of payroll functions, often at a senior level, while the Remote Payroll Manager handles day-to-day payroll processing and team management. Both roles require payroll expertise, but the director role involves broader strategic responsibilities.

More about Remote Payroll Director jobs

What cities are hiring for Remote Payroll Director jobs?

Cities with the most Remote Payroll Director job openings:

What are the most commonly searched types of Remote Payroll jobs?

The most popular types of Remote Payroll jobs are:

What states have the most Remote Payroll Director jobs?

States with the most job openings for Remote Payroll Director jobs include:

What job categories do people searching Remote Payroll Director jobs look for?

The top searched job categories for Remote Payroll Director jobs are:

Remote Payroll Director jobs near you
Infographic showing various Remote Payroll Director job openings in the United States as of August 2026, with employment types broken down into 80% Full Time, and 20% Part Time. Highlights an 100% Remote job distribution, with an average salary of $116,415 per year, or $56 per hour.

Associate Director of Benefits & Payroll

Husch Blackwell LLP

Omaha, NE • On-site, Remote

Full-time

Posted 9 days ago

Husch Blackwell rating

9.5

Company rating: 9.5 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

3rd of 34 rated law firms

Job description

Husch Blackwell LLP is a full-service litigation and business law firm with multiple locations across the United States, serving clients with domestic and international operations.

At Husch Blackwell we believe that diverse, equitable and inclusive teams lead to better outcomes. Husch Blackwell is committed to retaining, recruiting, developing, and promoting talented lawyers and business professionals with diverse backgrounds and experiences. We foster an engaged, diverse, and inclusive team culture of accountability and purpose that makes our Firm and our communities better.

Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our Associate Director of Benefits & Payroll position. This position may be filled remotely, or in any of our locations.

The Associate Director of Benefits & Payroll serves as a senior subject matter expert for employee benefits, payroll, retirement and well-being programs. Reporting to the Senior Director of HR Operations & Total Rewards, this role provides operational leadership, technical expertise and strategic consultation to support the firm’s Total Rewards objectives.

The Associate Director is responsible for the effective administration, governance and continuous improvement of assigned programs while ensuring an exceptional employee experience, operational excellence and regulatory compliance. Working closely with leaders across People & Culture, Finance and external partners, this position recommends solutions, leads key initiatives and helps translate organizational priorities into effective programs and services. Essential functions include:

Benefits

  • Lead the design, implementation, and ongoing management of all health, welfare, and ancillary benefit programs.
  • Serve as a standing member of the firm’s Healthcare Committee, contributing to plan oversight, fiduciary governance, and decision-making.
  • Partner closely with the firm’s brokers, consultants, and vendor partners across all benefit domains, including health and welfare, retirement, and well being.
  • Oversee compliance with ERISA, IRS, DOL, HIPAA, ACA, and COBRA requirements, ensuring all plans meet regulatory obligations.
  • Manage annual plan renewals, vendor evaluations, and request-for-proposal (RFP) processes, ensuring program competitiveness and fiscal stewardship.
  • Direct and participate in annual audits and compliance reviews for health and retirement plans, including collaboration with external auditors and internal accounting.
  • Monitor and analyze benefits trends and benchmark data to inform recommendations for plan design and cost optimization.
  • Develop and maintain employee communications and educational resources related to benefit programs.
  • Monitor benefit program performance and recommend opportunities to improve the employee experience, operational efficiency and program effectiveness.

Retirement Programs

  • Oversee the day-to-day management and governance of the firm’s employee retirement programs, ensuring efficient administration, operational excellence and regulatory compliance
  • Coordinate with recordkeepers, consultants, legal counsel and internal stakeholders to support effective plan administration and governance.
  • Manage relationships with external retirement service providers, including establishing service expectations, monitoring performance and identifying opportunities to improve participant service and administrative efficiency.
  • Partner with Finance regarding the administration and governance of partner retirement programs, ensuring clear coordination of responsibilities between People & Culture and Partner Accounting.
  • Support Retirement Committee activities by coordinating meeting materials, reporting, vendor reviews and governance documentation.
  • Oversee employee retirement communications and education initiatives to promote understanding and engagement.
  • Monitor regulatory and legislative developments affecting retirement plans and recommend operational or administrative changes as appropriate.
  • Continuously evaluate retirement administration processes and recommend improvements that enhance efficiency, strengthen controls and improve the participant experience.

Well-Being Strategy & Programs

  • Oversee the firm’s well-being programs and strategy, addressing physical, emotional, financial, and social well-being dimensions
  • Partner with internal teams and external vendors to create inclusive, data-informed initiatives that enhance engagement and overall employee health.
  • Ensure alignment of well-being programs with the firm’s DEI and total rewards strategies.

Payroll

  • Provide operational leadership and subject matter expertise for the firm’s payroll function.
  • Ensure timely, accurate and compliant multi-state payroll processing.
  • Strengthen payroll governance through effective controls, auditing practices and process standardization.
  • Partner with HR Technology to optimize payroll systems, integrations and automation.
  • Ensure effective coordination between payroll, benefits, retirement and other People & Culture processes.
  • In partnership with the HR Compliance team, monitor regulatory developments affecting payroll administration and implement necessary operational changes.
  • Recommend and lead continuous improvement initiatives that improve payroll accuracy, efficiency and service delivery.

Leadership & Operational Excellence

  • Provide day-to-day leadership for assigned team members, fostering accountability, collaboration and continuous improvement.
  • Coach, develop and support team members to strengthen technical capability and service delivery.
  • Establish operational priorities and ensure work is executed accurately, efficiently and consistently.
  • Develop, document and continuously improve business processes, standard operating procedures and internal controls.
  • Utilize data and operational metrics to identify trends, measure performance and recommend improvements.
  • Build strong partnerships across People & Culture, Finance, Information Technology and external vendors to ensure effective delivery of services.
  • Lead projects and initiatives that improve operational effectiveness, enhance the employee experience and support organizational priorities.

Cross-Functional Partnership

  • Serve as liaison between Benefits, Payroll, Retirement and the Compensation function to ensure alignment across Total Rewards programs.
  • Provide subject matter expertise regarding the operational impact of compensation decisions on payroll, benefits and retirement administration.
  • Partner with Compensation and Finance to support annual compensation planning, incentive payments and other reward-related initiatives.
  • Contribute operational insights and recommendations that support the continued evolution of the firm’s Total Rewards programs.
  • Collaborate on employee communications that promote a consistent understanding of the firm’s Total Rewards offerings.

POSITION REQUIREMENTS

  • Bachelor’s degree in Human Resources, Business Administration, Finance or a related field.
  • CEBS, CPP, SHRM-SCP, SPHR or other relevant professional certification preferred.
  • Eight to ten years of progressively responsible experience in benefits, payroll and/or Total Rewards.
  • Experience in a large law firm or other professional services organization.
  • Experience leading teams and cross-functional initiatives.
  • Significant experience administering employer-sponsored health and welfare benefit programs; experience supporting executive and partner benefit programs preferred.
  • Experience supporting qualified retirement plans and retirement plan governance.
  • Demonstrated experience leading complex, multi-state payroll operations.
  • Strong knowledge of applicable payroll, benefits and retirement regulations, including ERISA, IRS, DOL, HIPAA, ACA, COBRA, and state-specific wage and hour regulations.
  • Proven experience managing broker and vendor relationships, overseeing annual plan audits, and serving on fiduciary committees.
  • Broad understanding of compensation principles and their interaction with payroll, benefits and retirement administration.
  • Experience with UKG Pro and related HR technology platforms strongly preferred
  • Excellent analytical, communication, and project management skills, with the ability to translate complex information into actionable insights.
  • Demonstrated ability to lead teams, manage multiple priorities, and maintain confidentiality with sensitive employee and financial data.

COMPENSATION AND BENEFITS

Employees are entitled to compensation commensurate with skill and experience. The exact compensation will vary based on skills, experience, location, and other factors permitted by law. The expected compensation ranges for this position in various states and jurisdictions are as follows:

  • State of California: $175,000 - $357,000
  • State of Colorado: $161,000 - $287,000
  • State of Illinois: $158,000 - $307,000
  • State of Maine: $119,000 - $275,000
  • State of Maryland: $170,000 - $257,000
  • State of Massachusetts: $175,000 - $357,000
  • State of Minnesota: $175,000 - $335,000
  • Jersey City, NJ: $190,000 - $345,000
  • State of New York: $163,000 - $352,000
  • State of Vermont: $173,000 - $332,000
  • State of Virginia: $114,000 - $332,000
  • State of Washington: $170,000 - $322,000
  • Washington, D.C.: $226,000 - $332,000

The above salaries do not include a discretionary bonus, however bonus opportunities are non-guaranteed, and are dependent upon individual and firm performance. Full-time employees receive benefits including: medical and dental coverage; life insurance; short-term and long-term disability insurance; pre-tax flexible spending account for certain medical and dependent care expenses; an employee assistance program; Paid Time Off; paid holidays; participation in a retirement plan program after meeting eligibility requirements; and more.

Please include a cover letter and resume when applying.
EOE/Minority/Female/Disabled/Vet. Principal Applicants Only.

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