How to hire a timekeeper

How to hire a timekeeper, step by step

Here's a step-by-step timekeeper hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a timekeeper job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new timekeeper
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the timekeeper you need to hire. Certain timekeeper roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect timekeeper also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of timekeepers and their corresponding salaries.

   Type of Timekeeper	Description	Hourly rate
   Timekeeper	Financial clerks do administrative work for many types of organizations. They keep records, help customers, and carry out financial transactions.	$14-33
   Payroll Analyst	A payroll analyst is primarily in charge of overseeing a company's payroll processes and transactions, ensuring efficiency and timeliness. Their responsibilities typically revolve around coordinating with human resources for accurate and complete timesheets and employee data, managing calendars and schedules, calculating wages and deductions, and performing consistent audits... Show more	$18-35
   Payroll Administrator	A payroll administrator is responsible for processing the wages of employees in a company or organization. Aside from issuing payments, it is also the payroll administrator's task to audit, process taxes and other deductions, keep and maintain an organized record of data, respond to inquiries and resolve issues, and tally employee work hours... Show more	$15-30

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Timekeeping
   • Data Entry
   • Human Resources
   • Per Diem
   • Kronos
   • Turnaround
   • Purchase Orders
   • Office Equipment
   • Computer System
   • CCM
   • Payroll Data
   • FMLA
   • Payroll Processing
   • Track System

   Check all skills

   Responsibilities:

   • Perform data entry, produce and analyze reports while utilizing standard payroll and timekeeping systems.
   • Input time for employees into CCM.
   • Verify and print pay stubs through JDE.
   • Coordinate FMLA, disabilities and leave of absences.
   • Time keeping and entering PTO to submit on weekly basis
   • Train new CCM vendors when onboarding on allocations, balancing and the exception process.

3. Make a budget

   Including a salary range in your timekeeper job description is one of the best ways to attract top talent. A timekeeper can vary based on:

   • Location. For example, timekeepers' average salary in south carolina is 51% less than in california.
   • Seniority. Entry-level timekeepers 57% less than senior-level timekeepers.
   • Certifications. A timekeeper with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a timekeeper's salary.

   Average timekeeper salary

   $46,290yearly

   $22.25 hourly rate

   ---

   Entry-level timekeeper salary

   $30,000 yearly salary

   Updated December 16, 2025

4. Writing a timekeeper job description

   A good timekeeper job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a timekeeper job description:

   Timekeeper job description example

   If you want an exciting job with one of the largest off-price retail stores in the nation, join the Burlington Stores, Inc. team as a Timekeeper for our Distribution Center in Edgewater Park, NJ!
   This associate will provide timekeeping support for DC associates. This role is on- site in the DC.
   
   Primary responsibilities focus on timekeeping responsibilities but assists with all department functions, when needed while maintaining a high level of confidentiality.
   Timekeeping functions for Payroll processing to include, but not limited to: Daily timesheet editing, resolution of missing punches, audit/correction of reporting pay, manage meal penalties - weekly, audit of time clock usage - weekly., associate shift pattern maintenance, and schedule updates when needed and entering all paid and unpaid time off forms (when needed) Assist associate in utilizing employee self service functions Filing Other Duties as Assigned
   Education: High School diploma or equivalent preferred
   
   Experience: 1-3 years payroll experience; Human Resources Generalist experience a plus
   
   Skills and Abilities:
   Computer literate: Word, Excel and Outlook required HRIS and Payroll Timekeeping system knowledge a plus. Workday and B-time knowledge a plus Ability to meet deadlines and work in fast paced environment Communicate and work effectively with employees and all levels of management Keep area neat and clean Attention to detail required Overtime required as needed Works well independently or with others
   Physical Requirements
   
   Sit down position most of the workday; limited standing/walking required; Lifting up to 25 lbs.
   
   Travel as required. Support other DC's as needed
   
   You will enjoy a competitive wage and comprehensive benefit package including a generous paid time off plan, a company matched 401(k) and an associate discount. We are a rapidly growing brand, and provide a variety of professional development opportunities so our associates can grow with us. We work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity.
   
   #LI-SD1
   Posting Number 2022-188522
   Location US-NJ-Edgewater Park
   Address 4287 Route 130 S
   Zip Code 08010
   Workplace Type On-Site
   Position Type Regular Full-Time
   Posted Date 1 week ago (10/7/2022 8:42 AM)
   Career Site Category Corporate
   Position Category Finance
   Evergreen Yes

   Copy this example

   

5. Post your job

   To find timekeepers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any timekeepers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level timekeepers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your timekeeper job on Zippia to find and attract quality timekeeper candidates.
   • Use niche websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit timekeepers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new timekeeper

   Once you've selected the best timekeeper candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new timekeeper. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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