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Sr Payroll Manager Jobs in Springfield, MO (NOW HIRING)

Ryder

Senior Fleet Operations Manager

Springfield, MO · On-site

As a Senior Operations Manager, you'll be asked to lead a dynamic team of people and empower others ... Responsible for Recruiting, Hiring, On-boarding, Payroll, and Succession Planning * Customer ...

Hope Church

Finance and HR Manager

Springfield, MO · On-site

$60K/yr

This position works closely with senior leadership, staff, department leaders, employees, vendors ... Experience with APlus payroll systems preferred * Experience with Planning Center preferred

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All JobsSr Payroll JobsSr Payroll Manager JobsSr Payroll Manager Jobs in Springfield, MO

Sr Payroll Manager information

See Springfield, MO salary details

$54.1K

$116.4K

$181.9K

How much do sr payroll manager jobs pay per year?

As of Sep 6, 2026, the average yearly pay for sr payroll manager in Springfield, MO is $116,381.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,000.00 and $131,000.00 per year, depending on experience, location, and employer.

What does a Sr Payroll Manager do?

A Sr Payroll Manager oversees all aspects of payroll processing within an organization, ensuring that employees are paid accurately and on time. They manage payroll staff, maintain compliance with tax laws and regulations, and implement efficient payroll systems and processes. In addition, they handle complex payroll issues, coordinate with HR and finance departments, and often play a key role in audits and financial reporting related to employee compensation.

What are the key skills and qualifications needed to thrive as a Sr Payroll Manager?

To thrive as a Sr Payroll Manager, you need deep expertise in payroll processing, tax regulations, and compliance, often supported by a bachelor’s degree in accounting or finance and several years of payroll experience. Proficiency with payroll systems like ADP or Workday and certifications such as CPP (Certified Payroll Professional) are typically required. Outstanding attention to detail, leadership abilities, and strong communication skills help manage teams and resolve complex payroll issues. These qualifications are essential to ensure accurate, timely payroll delivery and maintain compliance with legal and organizational standards.

What are some typical challenges faced by a Sr Payroll Manager, and how can they be addressed?

Sr Payroll Managers often encounter challenges such as managing payroll compliance across multiple jurisdictions, handling complex compensation structures, and ensuring data accuracy under tight deadlines. To address these, it’s important to stay updated on regulatory changes, implement robust payroll systems, and foster strong communication with HR and finance teams. Proactive problem-solving and continuous process improvement are essential for maintaining accuracy and efficiency in payroll operations.

What is the difference between Sr Payroll Manager vs Payroll Supervisor?

AspectSr Payroll ManagerPayroll Supervisor
CredentialsTypically requires a bachelor’s degree in HR, Finance, or related field; payroll certifications preferredUsually requires a high school diploma or associate degree; payroll certifications are a plus
Work EnvironmentManages payroll teams, oversees compliance, and develops payroll policiesSupervises payroll staff, processes payroll, and ensures accuracy
Industry UsageCommon in large organizations and corporationsFound in various organizations, often in mid-sized companies

The Sr Payroll Manager focuses on strategic oversight, compliance, and team leadership, while the Payroll Supervisor handles daily payroll processing and staff supervision. Both roles require payroll knowledge, but the manager position involves higher-level planning and policy development.

What cities near Springfield, MO are hiring for Sr Payroll Manager jobs?

Cities near Springfield, MO with the most Sr Payroll Manager job openings:

Sr Payroll Manager jobs near you
Infographic showing various Sr Payroll Manager job openings in Springfield, MO as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $116,381 per year, or $56 per hour.

Associate Director of Benefits & Payroll

Husch Blackwell LLP

Springfield, MO • On-site, Remote

Full-time

Medical, Dental, Life, Retirement, PTO

Posted 26 days ago

Husch Blackwell rating

9.5

Company rating: 9.5 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

4th of 35 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 Connecticut: $143,000 - $363,000
  • 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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