Sr. Labor Compliance Specialist
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes "About Intuitive Machines" and "About The Position". The "About the role" likely corresponds to "About The Position". So we need an About the role
with content from that paragraph.
Responsibilities: there is a big block with subheadings: Timekeeping and Labor Charging Compliance, Payroll Input and Coordination, Controls Audits and Reporting, Policies Training and Process Improvement. We need to list duties as - . Should we preserve subheadings? Probably just list each bullet as a line; we could incorporate subheadings as part of li text. The instruction: Use
- for any list of duties/requirements/benefits. So we can create a
with each duty as - . We need to preserve all substantive info. Could break into multiple
sections? Probably one for responsibilities.
Requirements: list of requirements bullet points. Also there is "Preferred Experience" which could be considered qualifications? The headings list includes Qualifications, Skills. We need to decide where to put content. The posting includes Requirements (Bachelor's degree, 5+ years experience, etc.) and Preferred Experience (list). Also there are skills: Strong analytical skills, ability to work independently, strong communication, advanced proficiency with Excel, etc. Those could go under Skills. Qualifications maybe cover education and experience? But we already have Requirements. The instruction: Use headings only when posting has real specific content. We can include sections: About the role, Responsibilities, Requirements, Qualifications, Skills. Possibly also Benefits, Pay, Schedule if present. The posting does not mention benefits, pay, schedule. So we omit those.
We need to avoid repeating job title as heading. Not include Job ID etc. Remove EEO statement.
We need to preserve all substantive info: include details about Intuitive Machines mission? The "About Intuitive Machines" paragraph is about company; maybe that belongs under About the role? The "About The Position" is more specific. Could combine both? The instruction: About the role section heading for e.g. About the role, Responsibilities... So we should put the description of the role (About The Position) under About the role. The company description maybe not needed? It's substantive but not about role. Could we include it under About the role as well? Might be considered part of role context. Safer to include it as part of About the role.
Thus About the role containing both company intro and position description.
Now Responsibilities: need to capture all bullet points from the four sub-sections.
Let's extract responsibilities:
Timekeeping and Labor Charging Compliance:
- Own and administer the company’s timekeeping and labor-charging compliance program across business units, programs, and locations.
- Monitor timekeeping activity for completeness, timeliness, approvals, corrections, and adherence to established labor-charging requirements.
- Review exception reports and follow up with employees, supervisors, and business leaders to resolve missing, late, incomplete, or inaccurate timecards before applicable deadlines.
- Monitor the use of projects, programs, contracts, cost centers, and authorized charge codes; identify unusual or potentially inappropriate charging patterns for review.
- Ensure timecard corrections and adjustments include required explanations, approvals, and supporting documentation.
- Investigate timekeeping and labor-charging discrepancies in partnership with Finance and program leadership and escalate suspected mischarging or recurring noncompliance.
- Develop and maintain preventive and detective controls, standardized procedures, and documentation supporting compliant timekeeping practices.
- Track corrective actions through resolution and verify that required process or control changes are implemented.
Payroll Input and Coordination:
- Provide Payroll with complete, accurate, and approved timekeeping information and payroll-impacting exception notes before established payroll deadlines.
- Review hours worked, overtime, paid time off, leave-related time entries, premiums, differentials, and timecard adjustments for completeness and consistency with established requirements.
- Coordinate with Payroll, Human Resources, Finance, employees, and managers to resolve timekeeping discrepancies that could affect payroll processing.
- Support pre-payroll validation and post-payroll review of timekeeping-related items without assuming responsibility for payroll processing or final payroll approval.
- Maintain documentation supporting timekeeping corrections, approvals, and other time-related payroll inputs.
Controls Audits and Reporting:
- Conduct recurring reviews of timekeeping and labor-charging records to identify errors, control weaknesses, recurring issues, and emerging risks.
- Develop dashboards and reports covering late or missing timecards, approval timeliness, correction activity, recurring exceptions, and other key compliance indicators.
- Maintain audit-ready records in accordance with company, contractual, regulatory, and retention requirements.
- Support internal, external, customer, and government audits involving timekeeping, labor charging, and related labor-cost documentation.
- Assist Finance leadership with remediation activities arising from compliance reviews or audit findings.
Policies Training and Process Improvement:
- Develop and deliver practical timekeeping and labor-charging training for employees, managers, and other stakeholders.
- Provide ongoing guidance regarding accurate time recording, timely approval, correction requirements, and appropriate escalation of questions or concerns.
- Partner with Human Resources and Legal on the implementation of established wage-and-hour requirements that affect timekeeping and payroll inputs.
- Partner with Contracts, Legal, Procurement, and Finance to implement established government contract labor requirements and support related documentation requests.
- Support the implementation and continuous improvement of JAMIS and related interfaces with payroll, HRIS, and financial systems.
- Identify opportunities to automate exception reporting, monitoring, validation, analytics, and audit documentation.
- Support the integration of timekeeping processes and controls for acquisitions, new business units, system implementations, and organizational changes.
Now Requirements: list:
- Bachelor’s degree in Accounting, Finance, Business Administration, Human Resources, or a related field, or an equivalent combination of education and relevant experience.
- Five (5) or more years of progressively responsible experience in timekeeping compliance, labor accounting, government contract accounting, payroll controls, internal audit, or a related field.
- Demonstrated experience independently administering or auditing timekeeping and labor-charging processes in a government contracting environment.
- Working knowledge of government contractor timekeeping expectations, labor-cost controls, and audit readiness, including familiarity with FAR cost principles and DCAA audit practices.
- Experience reviewing timekeeping data and resolving exceptions before payroll or financial processing deadlines.
- Working knowledge of wage-and-hour requirements affecting time recording, overtime, leave-related entries, and payroll inputs.
- Strong analytical skills and the ability to identify discrepancies, patterns, control weaknesses, and compliance risks.
- Ability to work independently, exercise sound judgment, manage competing deadlines, and escalate significant issues appropriately.
- Strong written and verbal communication skills, including the ability to explain requirements clearly to employees, managers, and leaders.
- Advanced proficiency with Microsoft Excel and experience with enterprise timekeeping, payroll, ERP, or HRIS platforms.
Preferred Experience (could be under Qualifications or Skills). The headings list includes Qualifications, Skills. We could put Preferred Experience under Qualifications. And the skills like strong analytical, communication, Excel under Skills.
Thus:
Qualifications
with preferred experience items:
- Experience with JAMIS or a comparable government contract accounting and timekeeping platform.
- Experience with ADP, Workday, or comparable payroll and human capital management systems.
- Experience reconciling or validating data transferred between timekeeping, payroll, HRIS, and financial systems.
- Experience developing exception reports, compliance dashboards, automated controls, or audit documentation.
- Familiarity with SCA or SCLS, Davis-Bacon Act requirements, prevailing wages, wage determinations, or certified payroll.
- Experience in aerospace, defense, engineering, manufacturing, or another highly regulated government contracting environment.
- Experience supporting acquisitions, organizational integrations, or enterprise system implementations.
Skills with:
- Strong analytical skills and the ability to identify discrepancies, patterns, control weaknesses, and compliance risks.
- Ability to work independently, exercise sound judgment, manage competing deadlines, and escalate significant issues appropriately.
- Strong written and verbal communication skills, including the ability to explain requirements clearly to employees, managers, and leaders.
- Advanced proficiency with Microsoft Excel and experience with enterprise timekeeping, payroll, ERP, or HRIS platforms.
But note some of these overlap with Requirements; we might duplicate. However we must preserve all substantive info; duplication is okay if it's present in both sections. But we should avoid inventing. The Required list already includes strong analytical skills, ability to work independently, strong communication, advanced proficiency with Excel. So if we also put them under Skills, we duplicate. Could we instead put only the preferred experience under Qualifications, and put the skills that are not already captured? But the Required list includes those skills; we could still list them under Skills as they are indeed skills. Duplication may be okay but maybe better to avoid redundancy. However instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. Duplication preserves detail, not summarizing away. It's okay.
But we might consider moving the skill-like items from Requirements to Skills section, and keep Requirements focused on education/experience. However the Required list includes those skill items; we could keep them there and not duplicate. But then Skills section would be empty (if we move all). Better to keep Requirements as education/experience, and Skills as the skill items. Let's parse:
Requirements (as per posting) includes education, years experience, demonstrated experience, working knowledge, experience reviewing..., working knowledge of wage-and-hour, strong analytical skills, ability to work independently..., strong written/verbal communication..., advanced proficiency with Excel...
Thus we could split: Requirements: education and experience (first four bullets). Skills: the rest (analytical, independent work, communication, Excel). Preferred Experience: Qualifications.
Thus we need to decide headings: Requirements, Qualifications, Skills.
Let's extract:
Education/Experience Requirements:
- Bachelor’s degree in Accounting, Finance, Business Administration, Human Resources, or a related field, or an equivalent combination of education and relevant experience.
- Five (5) or more years of progressively responsible experience in timekeeping compliance, labor accounting, government contract accounting, payroll controls, internal audit, or a related field.
- Demonstrated experience independently administering or auditing timekeeping and labor-charging processes in a government contracting environment.
- Working knowledge of government contractor timekeeping expectations, labor-cost controls, and audit readiness, including familiarity with FAR cost principles and DCAA audit practices.
- Experience reviewing timekeeping data and resolving exceptions before payroll or financial processing deadlines.
- Working knowledge of wage-and-hour requirements affecting time recording, overtime, leave-related entries, and payroll inputs.
Skills:
- Strong analytical skills and the ability to identify discrepancies, patterns, control weaknesses, and compliance risks.
- Ability to work independently, exercise sound judgment, manage competing deadlines, and escalate significant issues appropriately.
- Strong written and verbal communication skills, including the ability to explain requirements clearly to employees, managers, and leaders.
- Advanced proficiency with Microsoft Excel and experience with enterprise timekeeping, payroll, ERP, or HRIS platforms.
Qualifications (Preferred Experience):
- Experience with JAMIS or a comparable government contract accounting and timekeeping platform.
- Experience with ADP, Workday, or comparable payroll and human capital management systems.
- Experience reconciling or validating data transferred between timekeeping, payroll, HRIS, and financial systems.
- Experience developing exception reports, compliance dashboards, automated controls, or audit documentation.
- Familiarity with SCA or SCLS, Davis-Bacon Act requirements, prevailing wages, wage determinations, or certified payroll.
- Experience in aerospace, defense, engineering, manufacturing, or another highly regulated government contracting environment.
- Experience supporting acquisitions, organizational integrations, or enterprise system implementations.
Now Benefits, Pay, Schedule: none.
Now About the role: combine company description and position description.
Company description: "Intuitive Machines is an innovative and cutting-edge space company making cislunar space accessible to both public and private customers. Our mission is to further science and exploration, communications, and economic progress from the Earth to the Moon
- for any list of duties/requirements/benefits. So we can create a
- with each duty as
- . We need to preserve all substantive info. Could break into multiple
- sections? Probably one
- for responsibilities.
Requirements: list of requirements bullet points. Also there is "Preferred Experience" which could be considered qualifications? The headings list includes Qualifications, Skills. We need to decide where to put content. The posting includes Requirements (Bachelor's degree, 5+ years experience, etc.) and Preferred Experience (list). Also there are skills: Strong analytical skills, ability to work independently, strong communication, advanced proficiency with Excel, etc. Those could go under Skills. Qualifications maybe cover education and experience? But we already have Requirements. The instruction: Use headings only when posting has real specific content. We can include sections: About the role, Responsibilities, Requirements, Qualifications, Skills. Possibly also Benefits, Pay, Schedule if present. The posting does not mention benefits, pay, schedule. So we omit those.
We need to avoid repeating job title as heading. Not include Job ID etc. Remove EEO statement.
We need to preserve all substantive info: include details about Intuitive Machines mission? The "About Intuitive Machines" paragraph is about company; maybe that belongs under About the role? The "About The Position" is more specific. Could combine both? The instruction: About the role section heading for e.g. About the role, Responsibilities... So we should put the description of the role (About The Position) under About the role. The company description maybe not needed? It's substantive but not about role. Could we include it under About the role as well? Might be considered part of role context. Safer to include it as part of About the role.
Thus About the role
containing both company intro and position description. Now Responsibilities: need to capture all bullet points from the four sub-sections. Let's extract responsibilities: Timekeeping and Labor Charging Compliance: - Own and administer the company’s timekeeping and labor-charging compliance program across business units, programs, and locations. - Monitor timekeeping activity for completeness, timeliness, approvals, corrections, and adherence to established labor-charging requirements. - Review exception reports and follow up with employees, supervisors, and business leaders to resolve missing, late, incomplete, or inaccurate timecards before applicable deadlines. - Monitor the use of projects, programs, contracts, cost centers, and authorized charge codes; identify unusual or potentially inappropriate charging patterns for review. - Ensure timecard corrections and adjustments include required explanations, approvals, and supporting documentation. - Investigate timekeeping and labor-charging discrepancies in partnership with Finance and program leadership and escalate suspected mischarging or recurring noncompliance. - Develop and maintain preventive and detective controls, standardized procedures, and documentation supporting compliant timekeeping practices. - Track corrective actions through resolution and verify that required process or control changes are implemented. Payroll Input and Coordination: - Provide Payroll with complete, accurate, and approved timekeeping information and payroll-impacting exception notes before established payroll deadlines. - Review hours worked, overtime, paid time off, leave-related time entries, premiums, differentials, and timecard adjustments for completeness and consistency with established requirements. - Coordinate with Payroll, Human Resources, Finance, employees, and managers to resolve timekeeping discrepancies that could affect payroll processing. - Support pre-payroll validation and post-payroll review of timekeeping-related items without assuming responsibility for payroll processing or final payroll approval. - Maintain documentation supporting timekeeping corrections, approvals, and other time-related payroll inputs. Controls Audits and Reporting: - Conduct recurring reviews of timekeeping and labor-charging records to identify errors, control weaknesses, recurring issues, and emerging risks. - Develop dashboards and reports covering late or missing timecards, approval timeliness, correction activity, recurring exceptions, and other key compliance indicators. - Maintain audit-ready records in accordance with company, contractual, regulatory, and retention requirements. - Support internal, external, customer, and government audits involving timekeeping, labor charging, and related labor-cost documentation. - Assist Finance leadership with remediation activities arising from compliance reviews or audit findings. Policies Training and Process Improvement: - Develop and deliver practical timekeeping and labor-charging training for employees, managers, and other stakeholders. - Provide ongoing guidance regarding accurate time recording, timely approval, correction requirements, and appropriate escalation of questions or concerns. - Partner with Human Resources and Legal on the implementation of established wage-and-hour requirements that affect timekeeping and payroll inputs. - Partner with Contracts, Legal, Procurement, and Finance to implement established government contract labor requirements and support related documentation requests. - Support the implementation and continuous improvement of JAMIS and related interfaces with payroll, HRIS, and financial systems. - Identify opportunities to automate exception reporting, monitoring, validation, analytics, and audit documentation. - Support the integration of timekeeping processes and controls for acquisitions, new business units, system implementations, and organizational changes. Now Requirements: list: - Bachelor’s degree in Accounting, Finance, Business Administration, Human Resources, or a related field, or an equivalent combination of education and relevant experience. - Five (5) or more years of progressively responsible experience in timekeeping compliance, labor accounting, government contract accounting, payroll controls, internal audit, or a related field. - Demonstrated experience independently administering or auditing timekeeping and labor-charging processes in a government contracting environment. - Working knowledge of government contractor timekeeping expectations, labor-cost controls, and audit readiness, including familiarity with FAR cost principles and DCAA audit practices. - Experience reviewing timekeeping data and resolving exceptions before payroll or financial processing deadlines. - Working knowledge of wage-and-hour requirements affecting time recording, overtime, leave-related entries, and payroll inputs. - Strong analytical skills and the ability to identify discrepancies, patterns, control weaknesses, and compliance risks. - Ability to work independently, exercise sound judgment, manage competing deadlines, and escalate significant issues appropriately. - Strong written and verbal communication skills, including the ability to explain requirements clearly to employees, managers, and leaders. - Advanced proficiency with Microsoft Excel and experience with enterprise timekeeping, payroll, ERP, or HRIS platforms. Preferred Experience (could be under Qualifications or Skills). The headings list includes Qualifications, Skills. We could put Preferred Experience under Qualifications. And the skills like strong analytical, communication, Excel under Skills. Thus: Qualifications
- with preferred experience items:
- Experience with JAMIS or a comparable government contract accounting and timekeeping platform.
- Experience with ADP, Workday, or comparable payroll and human capital management systems.
- Experience reconciling or validating data transferred between timekeeping, payroll, HRIS, and financial systems.
- Experience developing exception reports, compliance dashboards, automated controls, or audit documentation.
- Familiarity with SCA or SCLS, Davis-Bacon Act requirements, prevailing wages, wage determinations, or certified payroll.
- Experience in aerospace, defense, engineering, manufacturing, or another highly regulated government contracting environment.
- Experience supporting acquisitions, organizational integrations, or enterprise system implementations.
Skills
- with:
- Strong analytical skills and the ability to identify discrepancies, patterns, control weaknesses, and compliance risks.
- Ability to work independently, exercise sound judgment, manage competing deadlines, and escalate significant issues appropriately.
- Strong written and verbal communication skills, including the ability to explain requirements clearly to employees, managers, and leaders.
- Advanced proficiency with Microsoft Excel and experience with enterprise timekeeping, payroll, ERP, or HRIS platforms.
But note some of these overlap with Requirements; we might duplicate. However we must preserve all substantive info; duplication is okay if it's present in both sections. But we should avoid inventing. The Required list already includes strong analytical skills, ability to work independently, strong communication, advanced proficiency with Excel. So if we also put them under Skills, we duplicate. Could we instead put only the preferred experience under Qualifications, and put the skills that are not already captured? But the Required list includes those skills; we could still list them under Skills as they are indeed skills. Duplication may be okay but maybe better to avoid redundancy. However instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. Duplication preserves detail, not summarizing away. It's okay.
But we might consider moving the skill-like items from Requirements to Skills section, and keep Requirements focused on education/experience. However the Required list includes those skill items; we could keep them there and not duplicate. But then Skills section would be empty (if we move all). Better to keep Requirements as education/experience, and Skills as the skill items. Let's parse:
Requirements (as per posting) includes education, years experience, demonstrated experience, working knowledge, experience reviewing..., working knowledge of wage-and-hour, strong analytical skills, ability to work independently..., strong written/verbal communication..., advanced proficiency with Excel...
Thus we could split: Requirements: education and experience (first four bullets). Skills: the rest (analytical, independent work, communication, Excel). Preferred Experience: Qualifications.
Thus we need to decide headings: Requirements, Qualifications, Skills.
Let's extract:
Education/Experience Requirements:
- Bachelor’s degree in Accounting, Finance, Business Administration, Human Resources, or a related field, or an equivalent combination of education and relevant experience.
- Five (5) or more years of progressively responsible experience in timekeeping compliance, labor accounting, government contract accounting, payroll controls, internal audit, or a related field.
- Demonstrated experience independently administering or auditing timekeeping and labor-charging processes in a government contracting environment.
- Working knowledge of government contractor timekeeping expectations, labor-cost controls, and audit readiness, including familiarity with FAR cost principles and DCAA audit practices.
- Experience reviewing timekeeping data and resolving exceptions before payroll or financial processing deadlines.
- Working knowledge of wage-and-hour requirements affecting time recording, overtime, leave-related entries, and payroll inputs.
Skills:
- Strong analytical skills and the ability to identify discrepancies, patterns, control weaknesses, and compliance risks.
- Ability to work independently, exercise sound judgment, manage competing deadlines, and escalate significant issues appropriately.
- Strong written and verbal communication skills, including the ability to explain requirements clearly to employees, managers, and leaders.
- Advanced proficiency with Microsoft Excel and experience with enterprise timekeeping, payroll, ERP, or HRIS platforms.
Qualifications (Preferred Experience):
- Experience with JAMIS or a comparable government contract accounting and timekeeping platform.
- Experience with ADP, Workday, or comparable payroll and human capital management systems.
- Experience reconciling or validating data transferred between timekeeping, payroll, HRIS, and financial systems.
- Experience developing exception reports, compliance dashboards, automated controls, or audit documentation.
- Familiarity with SCA or SCLS, Davis-Bacon Act requirements, prevailing wages, wage determinations, or certified payroll.
- Experience in aerospace, defense, engineering, manufacturing, or another highly regulated government contracting environment.
- Experience supporting acquisitions, organizational integrations, or enterprise system implementations.
Now Benefits, Pay, Schedule: none.
Now About the role: combine company description and position description.
Company description: "Intuitive Machines is an innovative and cutting-edge space company making cislunar space accessible to both public and private customers. Our mission is to further science and exploration, communications, and economic progress from the Earth to the Moon
- . We need to preserve all substantive info. Could break into multiple