Job Purpose

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Due to the increased growth, complexity, technological changes and demands within the payroll function, this role directs the overall operations, assesses the application of statutory requirements within the payroll function, ensures systems capability and capacity, provides weekly information enterprise-wide, participates in business objective projects, oversees implementations, and enhances business continuity efforts.

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Key Tasks

\n\nDesign, adapt and review Payroll processes and timelines considering internal / external best practices, local legislation, and alignment requirements of multiple business units.\nDirect accurate, complete, and timely disbursement of payrolls to all divisions and countries supported.\nDirect compliance with internal deadlines along with statutory requirements related to the payroll function.\nDefine process improvement mechanisms to achieve accuracy, efficiency and adherence to timelines such as quality standards, ROI metrics and benchmarks.\nReview and approve activities related to accounting, distributing, payments, benefits, taxes, and deductions.\nMaintain and review various Payroll records and reports prepared by the team.\nProactively gather inputs, review reports and feedback to identify patterns of errors and scope for improvement of Payroll processes.\nOversee and guide activities of a team of professionals and business support roles for payroll execution.\nResolve escalated and complex issues and/or issues which are an impact of larger organizational change.\nDevelop and perform process, system, and project testing plan to assess system integrity and control effectiveness.\nServe as the relationship manager with outsourced service providers insuring continued and enhanced “value added” processes are considered and/or maintained.\nManage internal stakeholder relationships incl. preparation and execution of regular performance review meetings.\nNegotiate with 3rd parties regarding services and cost.\nAbility to identify and implement process changes to technology tools and internal processes.\nLead and support payroll migration / implementation project in partnership with BPO and Business Partners\n\n

Management Responsibility

\n\nManage experienced professionals who exercise latitude and independence in assignments.\nKnowledgeable in Shared Services tools / Technology.\nUnderstanding of Compliance, Risks & Controls.\nStakeholder Management.\n\n

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Skills

\n\nProficiency with HR Platforms & Systems – Familiar with HR information systems such as HRMS, Timekeeping, Talent, recruitment and engagement information systems to maximize the system capability with the data and reporting requirements of the function, focused on ensuring quality and usage of data in line with data protection and confidentiality guidelines. \nQuality & Control Management / HR Metrics. Ability to establish quality standards and controls for HR service delivery and product development. Ability to measure, interpret and report on a range of key performance indicators (KPIs), provide customer insight into utilization of HR services and operational performance on HR-related topics i.e., turnover, cost of turnover, cost of hiring, cost of training, etc. KPI knowledge (HR & Business).\nOperational Performance & Service Delivery. Subject matter expert (SME) for HR services, products, and systems across the end-to-end employee lifecycle. Strong knowledge on HR processes, ability to explain, advise or coach employees and managers on HR services, products and systems.\nService Level, Knowledge Management & Continuous Improvement. Ability to define, agree, monitor and review levels of services provided against a Service Level Agreement (SLA) with business partners, managers and employees. Familiarity with Customer Relationship Management (CRM) tool to ensure management of knowledge, policy documentation, terms and conditions and how-to guides. Proactively identify process and service improvements as aligned with business partners and with positive effect on customer satisfaction.\nRelationship (Stakeholder) & Team Management. Ability to use interpersonal styles to create and sustain effective relationships with relevant business partners (e.g. suppliers, business partners, unions) and colleagues that allow for approaches that meet mutual goals and for addressing issues and conflict openly. Ability to understand needs, development potentials, strength & weaknesses of team members and derive appropriate and goal-oriented measures to further develop individual team members and overall team.\nBusiness Acumen (HR) - Understand business principles, language and the key commercial levels for the business. Use this understanding to contribute to business decision making. Recognize the importance of data analysis and interpretation in decision making.\n\n

Qualifications

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Education Level

\n\nBachelor’s Degree, preferably in HR Management\n\n

Experience Level

\n\nExperience more than 10 years in related field, preferably in a Global Business Services.\nExposure with more complex, relevant key aspects of HR processes.\nPrevious experience partnering the business at a Senior Management level in a complex environment e.g., multi-country / customers.\nExperience in processing Oceania payroll.\nKnowledge in payroll processing principles is required to perform tasks satisfactorily.\nExperience in a supervisory and people management role.\nMatured and strong attention to detail.\nStrong interpersonal skills.\nExcellent written and verbal communication skills in English.\n\n

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