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Full Job Description
The world isn’t standing still, and neither is Allstate. We’re moving quickly, looking across our businesses and brands and taking bold steps to better serve customers’ evolving needs. That’s why now is an exciting time to join our team. You’ll have opportunities to take risks, challenge the status quo and shape the future for the greater good.
You’ll do all this in an environment of excellence and the highest ethical standards – a place where values such as integrity, inclusive diversity and accountability are paramount. We empower every employee to lead, drive change and give back where they work and live. Our people are our greatest strength, and we work as one team in service of our customers and communities.
Everything we do at Allstate is driven by a shared purpose: to protect people from life’s uncertainties so they can realize their hopes and dreams. For more than 89 years we’ve thrived by staying a step ahead of whatever’s coming next – to give customers peace of mind no matter what changes they face. We acted with conviction to advocate for seat belts, air bags and graduated driving laws. We help give survivors of domestic violence a voice through financial empowerment. We’ve been an industry leader in pricing sophistication, telematics, digital photo claims and, more recently, device and identity protection. We are the Good Hands. We don’t follow the trends. We set them.
Job Summary:
As the major point of contact in the payroll center, the AskHR customer care specialist investigates and solves company-wide employee and manager problems by providing consultation through multiple channels (phone, Teams, and email) around the full spectrum of payroll services.
Key Responsibilities:
Listens to and acknowledges customer requests with respect and empathy
Responds to general inquiries from employees, managers, and delegates, assists with Manager Self-Service, Employee Self-Service
Payroll services included, but not limited to, general payroll questions, timekeeping, compensation, time off request corrections
Refers questions to appropriate vendor and sets clear expectations around roles and responsibilities of all involved parties for the remainder of case
Assists customers in navigating Workday (direct deposit, tax setup, etc.)
Research questions and issues and make recommendations to customer as appropriate
Explains processes, requirements, and timelines necessary to achieve the expected outcomes on the biweekly payroll
Provides a concierge service for processing terminations on a timely basis
Need to have a basic understanding of garnishments, levies, support orders, student loans, etc. for processing
Supervisory Responsibilities:
This job does not have supervisory duties.
Education and Experience:
Bachelor’s degree or equivalent experience
0-2 years of related experience
Certificates, Licenses, Registrations:
None
Functional Skills:
Creative thinking and problem solving
Ability to exercise independent judgment and make decisions on behalf of the center to resolve issues
Strong client relationship skills – ability to establish, manage and leverage relationships with internal and external partners
Ability to empathize and handle end-to-end inquiries working to provide exceptional customer service
Team player and works best in a collaborative environment
Advanced written and communication skills
Project management skills – ability to handle multiple tasks, prioritize and organize
Proficiency in Microsoft Suite is a plus
Workday knowledge is a plus
Compensation offered for this role is $37,000.00-$55,975.00 per year and is based on experience and qualifications.
The candidate(s) offered this position will be required to submit to a background investigation, which includes a drug screen.
Good Work. Good Life. Good Hands®.
As a Fortune 100 company and industry leader, we provide a competitive salary – but that’s just the beginning. Our Total Rewards package also offers benefits like tuition assistance, medical and dental insurance, as well as a robust pension and 401(k). Plus, you’ll have access to a wide variety of programs to help you balance your work and personal life – including a generous paid time off policy. For a full description of Allstate’s benefits, visit allstate.jobs/benefits/
Learn more about life at Allstate. Connect with us on Twitter, Facebook, Instagram and LinkedIn or watch a video.
Allstate generally does not sponsor individuals for employment-based visas for this position.
Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
For jobs in San Francisco, please click “here” for information regarding the San Francisco Fair Chance Ordinance.
For jobs in Los Angeles, please click “here” for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.
To view the “EEO is the Law” poster click “here”. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs
To view the FMLA poster, click “here”. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.
It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee’s terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.