Hospitality ✦ Rosters & payroll ✦ Dedicated
Roster & payroll
administrator
Rosters built against forecast demand, timesheets chased and checked, penalties and allowances applied from your award interpretation, and pay runs prepared for you to authorise.
Looking for this kind of work yourself? Apply at staffingsolutions.ph — this page is written for businesses hiring.
$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
TimesheetsChased and checked
~2 wksBrief → first day
Rostering is the most expensive guesswork in hospitality
Labour is the largest controllable cost in a venue and it is usually managed by feel on a Sunday night. Roster too heavy and margin disappears; too light and service suffers. Then timesheets arrive incomplete, penalties get applied inconsistently, and payroll takes half a day.
The building, chasing and checking of all this is administrative work that does not need to happen in the venue — but it does need to happen consistently.
A dedicated administrator builds the roster to your rules and forecast, chases the timesheets, applies your award interpretation and hands you a pay run to check and authorise.
What they administer
- Roster building — Built against your forecast, staff availability, skill mix and labour cost target, ready for your approval.
- Availability and leave — Requests processed, coverage arranged and conflicts flagged before they become a Friday problem.
- Timesheet chasing — Missing and incomplete timesheets chased before the pay cycle rather than during it.
- Timesheet checking — Hours checked against the roster and against actual attendance, with anomalies queried.
- Penalty and allowance application — Your award interpretation applied consistently — weekends, public holidays, breaks, allowances.
- Pay run preparation — Draft pay run prepared, superannuation reconciled, ready for you to review, post and declare.
- Labour cost reporting — Rostered versus actual labour cost by day and department, weekly, so overruns surface immediately.
What stays with you
Preparation and application travel. Award interpretation decisions, employment decisions and authorisation stay with you.
- Award interpretation decisionsThey apply your documented interpretation. Deciding how the award applies is your responsibility as employer.
- Authorising pay runsPosting the pay run and making the STP declaration stays with your authorised person.
- Employment decisionsHiring, performance, disciplinary and termination decisions are yours.
- Bank authorityNo offshore team member holds payment authorisation.
More hospitality roles
Related roles
Questions
Frequently asked
Do they understand the hospitality award?
Award interpretation is complex and it is your legal responsibility as employer, so the model that works is: you document how the award applies to your venue, they apply it consistently, and anything ambiguous is flagged rather than assumed. We match people with Australian payroll experience, but we will not pretend they carry legal responsibility for interpretation.
Can they roster without knowing our venue?
They need your rules written down — trading patterns, minimum staffing by section, who can work which station, your labour cost target. With that, rostering against a forecast is very doable remotely. Without it, no.
How do we handle last-minute changes?
Same-day changes on a Friday night are a floor manager's job. The administrator owns the build, the chasing and the checking; the venue owns the moment.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
Full-time, part-time or fewer hours?
Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.