Senior Payroll & Compensation Specialist (US, Remote)
with location and remote info. Also compensation info: they gave pay ranges tiers. Should we include Pay section? The instruction: include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text. The posting includes compensation details: "Compensation: This position has geographic-based pay ranges. Final compensation and geographic tier placement are determined based on the candidate's primary work location, skills, experience, and qualifications. Tier 1 (Higher Cost Markets): $84,000 - $99,000 Tier 2 (National Markets): $77,000 - $90,000 Tier 3 (Lower Cost Markets): $69,000 - $81,000". That's specific, so we should include a Pay section with that info. Also schedule? Not mentioned. Benefits: they have a Benefits section with details. So include Benefits. We must not repeat job title as heading. No Job ID. Use
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we need to strip out the compliance & employment practices paragraph (EEO, accommodations, work authorization, E-Verify, etc). Also remove "Reports to: Director of HR Department: People & Culture Location: This is a fully remote U.S.-based position. Candidates must reside and work in one of the following states due to tax and compliance requirements: ..." We need to keep location info but not as heading; we can embed in a short
. Also FLSA Classification: Salaried, Exempt - maybe include in same paragraph.
We need to keep "About The Company" and "About The Opportunity" sections. The "About The Opportunity" includes description; we can keep as prose under a heading maybe "About the Opportunity". The "What You'll Do" is a list of duties; we can put under a heading "Responsibilities". Use
- for each bullet.
The "Requirements" section: we need to list requirements; we can put under heading "Requirements" with
- .
"Bonus Points" maybe we can incorporate into Requirements? But instruction: prefer a few substantive sections over many thin ones. Could combine Bonus Points into Requirements as additional notes, but they are separate. However we could keep them as part of Requirements with a note. But better to keep as part of Requirements but maybe as a sublist? Since they are not required but bonus. We could include them as part of Requirements but maybe as a separate
with a note? The instruction says preserve ALL substantive information; do not invent or summarize away detail. So we need to keep the Bonus Points content. We could include them under Requirements as a separate with a preceding saying "Bonus points (preferred but not required):" but that's adding text not in original? Might be okay as summarizing? Better to keep as a separate section "Preferred Qualifications" but that would be a new heading not in original. However we could treat "Bonus Points" as a heading? The original uses "Bonus Points". We could keep that as a heading
Bonus Points
and list items. That seems acceptable because it's a heading present in the posting. The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. So we can use Bonus Points as a heading.
Similarly "Compliance & Employment Practices" is boilerplate EEO etc; we should remove that.
Also need to include "About The Company" heading.
Thus final HTML: maybe start with a
for location and FLSA classification.
Then
About The Company
with containing the company description.
Then
About The Opportunity
with containing the opportunity description.
Then
Responsibilities
with - each duty.
Then
Requirements
with - each requirement.
Then
Bonus Points
with - each bullet.
Then
Pay
with containing the compensation details.
Then
Benefits
with - each benefit.
We must not include any markdown fences. Just raw HTML.
Check for any duplicated lines: we need to ensure we don't repeat.
Let's extract the content.
Location paragraph: "Reports to: Director of HR Department: People & Culture Location: This is a fully remote U.S.-based position. Candidates must reside and work in one of the following states due to tax and compliance requirements: AR, AZ, CA, CO, FL, GA, ID, IL, LA, MD, MO, NC, NJ, NV, NY, OH, TX, VA, WA, WI, or WY. FLSA Classification: Salaried, Exempt"
We can combine into a
. Might be long but okay.
Now About The Company text: from "Paleovalley and Wild Pastures were born..." to "...repair the food system one thoughtful choice at a time." We'll copy that.
About The Opportunity: from "Paleovalley and Wild Pastures are looking for an experienced Senior Payroll & Compensation Specialist..." to "...and be excited to deepen your expertise as we continue building a thoughtful, scalable compensation framework."
Now Responsibilities: list items under "What You'll Do". Need to capture each bullet.
Let's extract:
- Own and independently process regular, off-cycle, special, and final payrolls in Rippling for employees across 20+ states, ensuring accurate, timely, and compliant pay
- Audit payroll inputs and results, including employee changes, timekeeping, deductions, garnishments, reimbursements, bonuses, PTO payouts, and other payroll-impacting activity
- Manage international contractor setup and payments across multiple countries, including documentation, corrections, and issue resolution
- Serve as the primary point of contact for payroll questions, independently researching and resolving pay, withholding, deduction, and other payroll issues
- Maintain current knowledge of federal, state, and local payroll requirements, including wage payment, final pay, payroll tax, deductions, garnishments, and recordkeeping
- Own payroll tax registrations and account maintenance across applicable jurisdictions, including agency notices, corrections, and quarter-end and year-end activities
- Serve as the internal Rippling Payroll subject-matter expert, maintaining payroll workflows, controls, documentation, and system configurations while driving process improvements
- Partner with the Director of HR to administer and strengthen the company's compensation framework, including job levels, salary ranges, geographic pay practices, and related processes
- Benchmark roles using Payscale and other market data, evaluating job scope, level, geography, and internal context to support consistent compensation recommendations
- Support job leveling and pricing by reviewing responsibilities, organizational scope, market benchmarks, and internal comparisons
- Maintain compensation data, salary ranges, market benchmarks, job-leveling records, and supporting documentation
- Support annual compensation planning and review cycles, including data preparation, market analysis, manager resources, system administration, reporting, and implementation
- Analyze compensation data to identify market positioning, internal equity considerations, pay trends, and potential inconsistencies to support HR decision-making
- Administer approved promotions, market adjustments, bonuses, and other compensation changes, ensuring accurate documentation, HRIS updates, and payroll execution
- Prepare payroll reconciliations, funding information, approval packages, journal entry support, compensation reports, and audit-ready documentation
- Identify recurring payroll or compensation errors, trends, and control gaps and implement practical improvements to strengthen accuracy and data integrity
- Partner across HR, Finance, Compliance, and business leaders to ensure payroll and compensation processes remain accurate, compliant, and scalable as the organization grows
Now Requirements list:
- 4+ years of hands-on, end-to-end payroll experience, including 2+ years of independent ownership of payroll for a complex, multi-state U.S. workforce
- Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field preferred; equivalent relevant experience may be considered in lieu of a degree
- Meaningful experience supporting compensation processes such as market benchmarking, job pricing, salary ranges, compensation analysis, annual compensation cycles, or pay adjustments
- Experience using compensation benchmarking tools and market data to evaluate competitive pay; Payscale experience strongly preferred
- Working knowledge of compensation concepts including market positioning, job leveling, salary ranges, geographic differentials, internal equity, and benchmarking
- Strong knowledge of federal, state, and local payroll requirements, including wage payment, final pay, payroll taxes, deductions, garnishments, recordkeeping, and year-end reporting
- Experience supporting hourly and salaried populations, including timekeeping, variable pay, bonuses, and other payroll-related wage and hour considerations
- Strong analytical and spreadsheet skills with the ability to reconcile complex data, identify trends, and translate payroll and market data into useful insights
- Sound judgment and ability to independently resolve complex payroll issues, thoughtfully analyze compensation questions, and escalate strategic or higher-risk matters appropriately
- Exceptional attention to detail, organization, discretion, and communication when handling confidential payroll and compensation information
Bonus Points list:
- Fundamental Payroll Certification (FPC), Certified Payroll Professional (CPP), Certified Compensation Professional (CCP), or progress toward a relevant certification
- Hands-on Payscale experience with market pricing, compensation benchmarking, salary range analysis, or related compensation work
- Experience processing payroll for employees in California, with familiarity with California-specific payroll requirements and regulations.
- Experience supporting the development or implementation of a compensation framework, job architecture, leveling structure, or salary range methodology
- Experience supporting annual merit or compensation review cycles, including analysis, data validation, manager tools, reporting, and implementation
- Experience processing payroll within Rippling, including experience with Global Contractors, Contractor of Record, global payroll, or multi-currency contractor payments
Pay section: we have the compensation details.
Let's copy exactly:
"Compensation: This position has geographic-based pay ranges. Final compensation and geographic tier placement are determined based on the candidate's primary work location, skills, experience, and qualifications. Tier 1 (Higher Cost Markets): $84,000 - $99,000 Tier 2 (National Markets): $77,000 - $90,000 Tier 3 (Lower Cost Markets): $69,000 - $81,000"
We can put in a
.
Benefits list:
- Medical, dental, and vision coverage with 100% employer-paid dental/vision and a small monthly medical premium for employees; dependents may be added at employee cost
- Generous Paid time off to support balance and rest
- Paid sick time for when you need it
- Six (6) company-paid holidays each year & two (2) floating holidays
- Paid parental leave after 6 months of service for eligible employees
- 100% company-paid Short-Term Disability, Long-Term Disability, and Life Insurance
- Referral bonuses up to $1,500 when you refer great people who join our team
- 401(k) or Roth Plans with up to a 4% company match after one year of service
- $300 Paleovalley Monthly product stipend for for employees
for prose. We need to preserve all substantive information; do not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we need to strip out the compliance & employment practices paragraph (EEO, accommodations, work authorization, E-Verify, etc). Also remove "Reports to: Director of HR Department: People & Culture Location: This is a fully remote U.S.-based position. Candidates must reside and work in one of the following states due to tax and compliance requirements: ..." We need to keep location info but not as heading; we can embed in a short
. Also FLSA Classification: Salaried, Exempt - maybe include in same paragraph. We need to keep "About The Company" and "About The Opportunity" sections. The "About The Opportunity" includes description; we can keep as prose under a heading maybe "About the Opportunity". The "What You'll Do" is a list of duties; we can put under a heading "Responsibilities". Use
- for each bullet.
The "Requirements" section: we need to list requirements; we can put under heading "Requirements" with
- .
"Bonus Points" maybe we can incorporate into Requirements? But instruction: prefer a few substantive sections over many thin ones. Could combine Bonus Points into Requirements as additional notes, but they are separate. However we could keep them as part of Requirements with a note. But better to keep as part of Requirements but maybe as a sublist? Since they are not required but bonus. We could include them as part of Requirements but maybe as a separate
- with a note? The instruction says preserve ALL substantive information; do not invent or summarize away detail. So we need to keep the Bonus Points content. We could include them under Requirements as a separate
- each duty.
Then
Requirements
with- each requirement.
Then
Bonus Points
with- each bullet.
Then
Pay
withcontaining the compensation details. Then
Benefits
with- each benefit.
We must not include any markdown fences. Just raw HTML.
Check for any duplicated lines: we need to ensure we don't repeat.
Let's extract the content.
Location paragraph: "Reports to: Director of HR Department: People & Culture Location: This is a fully remote U.S.-based position. Candidates must reside and work in one of the following states due to tax and compliance requirements: AR, AZ, CA, CO, FL, GA, ID, IL, LA, MD, MO, NC, NJ, NV, NY, OH, TX, VA, WA, WI, or WY. FLSA Classification: Salaried, Exempt"
We can combine into a
. Might be long but okay. Now About The Company text: from "Paleovalley and Wild Pastures were born..." to "...repair the food system one thoughtful choice at a time." We'll copy that. About The Opportunity: from "Paleovalley and Wild Pastures are looking for an experienced Senior Payroll & Compensation Specialist..." to "...and be excited to deepen your expertise as we continue building a thoughtful, scalable compensation framework." Now Responsibilities: list items under "What You'll Do". Need to capture each bullet. Let's extract: - Own and independently process regular, off-cycle, special, and final payrolls in Rippling for employees across 20+ states, ensuring accurate, timely, and compliant pay - Audit payroll inputs and results, including employee changes, timekeeping, deductions, garnishments, reimbursements, bonuses, PTO payouts, and other payroll-impacting activity - Manage international contractor setup and payments across multiple countries, including documentation, corrections, and issue resolution - Serve as the primary point of contact for payroll questions, independently researching and resolving pay, withholding, deduction, and other payroll issues - Maintain current knowledge of federal, state, and local payroll requirements, including wage payment, final pay, payroll tax, deductions, garnishments, and recordkeeping - Own payroll tax registrations and account maintenance across applicable jurisdictions, including agency notices, corrections, and quarter-end and year-end activities - Serve as the internal Rippling Payroll subject-matter expert, maintaining payroll workflows, controls, documentation, and system configurations while driving process improvements - Partner with the Director of HR to administer and strengthen the company's compensation framework, including job levels, salary ranges, geographic pay practices, and related processes - Benchmark roles using Payscale and other market data, evaluating job scope, level, geography, and internal context to support consistent compensation recommendations - Support job leveling and pricing by reviewing responsibilities, organizational scope, market benchmarks, and internal comparisons - Maintain compensation data, salary ranges, market benchmarks, job-leveling records, and supporting documentation - Support annual compensation planning and review cycles, including data preparation, market analysis, manager resources, system administration, reporting, and implementation - Analyze compensation data to identify market positioning, internal equity considerations, pay trends, and potential inconsistencies to support HR decision-making - Administer approved promotions, market adjustments, bonuses, and other compensation changes, ensuring accurate documentation, HRIS updates, and payroll execution - Prepare payroll reconciliations, funding information, approval packages, journal entry support, compensation reports, and audit-ready documentation - Identify recurring payroll or compensation errors, trends, and control gaps and implement practical improvements to strengthen accuracy and data integrity - Partner across HR, Finance, Compliance, and business leaders to ensure payroll and compensation processes remain accurate, compliant, and scalable as the organization grows Now Requirements list: - 4+ years of hands-on, end-to-end payroll experience, including 2+ years of independent ownership of payroll for a complex, multi-state U.S. workforce - Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field preferred; equivalent relevant experience may be considered in lieu of a degree - Meaningful experience supporting compensation processes such as market benchmarking, job pricing, salary ranges, compensation analysis, annual compensation cycles, or pay adjustments - Experience using compensation benchmarking tools and market data to evaluate competitive pay; Payscale experience strongly preferred - Working knowledge of compensation concepts including market positioning, job leveling, salary ranges, geographic differentials, internal equity, and benchmarking - Strong knowledge of federal, state, and local payroll requirements, including wage payment, final pay, payroll taxes, deductions, garnishments, recordkeeping, and year-end reporting - Experience supporting hourly and salaried populations, including timekeeping, variable pay, bonuses, and other payroll-related wage and hour considerations - Strong analytical and spreadsheet skills with the ability to reconcile complex data, identify trends, and translate payroll and market data into useful insights - Sound judgment and ability to independently resolve complex payroll issues, thoughtfully analyze compensation questions, and escalate strategic or higher-risk matters appropriately - Exceptional attention to detail, organization, discretion, and communication when handling confidential payroll and compensation information Bonus Points list: - Fundamental Payroll Certification (FPC), Certified Payroll Professional (CPP), Certified Compensation Professional (CCP), or progress toward a relevant certification - Hands-on Payscale experience with market pricing, compensation benchmarking, salary range analysis, or related compensation work - Experience processing payroll for employees in California, with familiarity with California-specific payroll requirements and regulations. - Experience supporting the development or implementation of a compensation framework, job architecture, leveling structure, or salary range methodology - Experience supporting annual merit or compensation review cycles, including analysis, data validation, manager tools, reporting, and implementation - Experience processing payroll within Rippling, including experience with Global Contractors, Contractor of Record, global payroll, or multi-currency contractor payments Pay section: we have the compensation details. Let's copy exactly: "Compensation: This position has geographic-based pay ranges. Final compensation and geographic tier placement are determined based on the candidate's primary work location, skills, experience, and qualifications. Tier 1 (Higher Cost Markets): $84,000 - $99,000 Tier 2 (National Markets): $77,000 - $90,000 Tier 3 (Lower Cost Markets): $69,000 - $81,000" We can put in a
. Benefits list: - Medical, dental, and vision coverage with 100% employer-paid dental/vision and a small monthly medical premium for employees; dependents may be added at employee cost - Generous Paid time off to support balance and rest - Paid sick time for when you need it - Six (6) company-paid holidays each year & two (2) floating holidays - Paid parental leave after 6 months of service for eligible employees - 100% company-paid Short-Term Disability, Long-Term Disability, and Life Insurance - Referral bonuses up to $1,500 when you refer great people who join our team - 401(k) or Roth Plans with up to a 4% company match after one year of service - $300 Paleovalley Monthly product stipend for for employees
- each benefit.
We must not include any markdown fences. Just raw HTML.
Check for any duplicated lines: we need to ensure we don't repeat.
Let's extract the content.
Location paragraph: "Reports to: Director of HR Department: People & Culture Location: This is a fully remote U.S.-based position. Candidates must reside and work in one of the following states due to tax and compliance requirements: AR, AZ, CA, CO, FL, GA, ID, IL, LA, MD, MO, NC, NJ, NV, NY, OH, TX, VA, WA, WI, or WY. FLSA Classification: Salaried, Exempt"
We can combine into a
- each bullet.
Then
- each requirement.
Then
- with a preceding
saying "Bonus points (preferred but not required):" but that's adding text not in original? Might be okay as summarizing? Better to keep as a separate section "Preferred Qualifications" but that would be a new heading not in original. However we could treat "Bonus Points" as a heading? The original uses "Bonus Points". We could keep that as a heading
Bonus Points
and list items. That seems acceptable because it's a heading present in the posting. The instruction: usefor section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. So we can use Bonus Points as a heading. Similarly "Compliance & Employment Practices" is boilerplate EEO etc; we should remove that. Also need to include "About The Company" heading. Thus final HTML: maybe start with a
for location and FLSA classification. Then
About The Company
withcontaining the company description. Then
About The Opportunity
withcontaining the opportunity description. Then
Responsibilities
with - each duty.
Then
- .
"Bonus Points" maybe we can incorporate into Requirements? But instruction: prefer a few substantive sections over many thin ones. Could combine Bonus Points into Requirements as additional notes, but they are separate. However we could keep them as part of Requirements with a note. But better to keep as part of Requirements but maybe as a sublist? Since they are not required but bonus. We could include them as part of Requirements but maybe as a separate