POSITION SUMMARY: The Sr Manager of Payroll Operations will manage payroll compliance related to union contracts, certified payroll reporting, SOX controls, Balance Sheet reconciliations, banking, and 3rd party payments.The incumbent will oversee payroll projects, new configuration request/testing and maintenance of data management and analysis files and collaborate with business managers to lead strategic and process improvement initiatives related to payroll.

PRINCIPAL RESPONSIBILITIES:

• Oversees compliance with US GAAP, Sox controls, Federal and State regulations, > 175 CBAs, and Company policies related to payroll processes.

• Oversees acquisitions and projects to ensure compliance with payroll regulations and processes.Responsible for testing new and updates to configuration related to Workday Time/Absence and Payroll processing.

• Proactively identifies opportunities to improve operational processes and implements enhancements related to payroll processes and compliance.

• Collaborates with Director levels and above to align team goals with company strategic goals and ensure successful execution to obtain goals.

• Collaborates with HR Management, Total Rewards, HRIS, Field Management, and other cross-functional payroll teams (tax, time and attendance, etc.)

• Collaborates with Payroll Director to strategize and create most efficient and effective payroll processes across payroll team.

• Conducts quarterly team meetings and overseeing training and development of team.

• Oversees payment processing for all wage, tax, union pension, union health & welfare, union dues, union 3rd party benefits, and garnishments.

• Performs other job-related duties as assigned or apparent.

QUALIFICATIONS:

• Knowledge of US GAAP and SOX controls mainly related to general ledger Balance Sheet reconciliations and chart of account mappings.Ability to develop processes and internal controls to maximize protection of company assets, policies, procedures, and workflows.

• Experience with interpreting Collective Bargaining Agreements (CBA) and applying processes to ensure compliance with Pension, H&W, union deductions as it relates to payroll processes.

• Experience with DOL Fair Labor Standards Act (FLSA) and Regular Rate of Pay calculation.Knowledge of State and Local payroll laws.  Experience with processing payroll for large companies,  25K or more employees.

• Ability to lead a team, set strategic goals and ensure implemenation.Develop team skills to accomplish career development objectives, and proper sucession planning.  Set goals and review performance for direct reports.  Ensure all team goals align with Payroll department goals.  

• Ability to create and implement strategic goals and processes to align with company strategic goals.

• Critical thinking, problem resolution, and decision making skills.

• Intermediate level of Excel.

• Strong organizational, communication and customer service skills.

• Experience with Payroll Software System(s) (Preferred:Workday, ADP).

• Experience with Microsoft Office products; Word, PowerPoint, OneNote.

• Bachelor's degree in Accounting or Finance - preferred.

• Certified Payroll Professional (CPP) - preferred.

MINIMUM REQUIREMENTS:

• 7–10 years of experience managing large‑scale payroll operations in a complex organization, with a proven track record of driving process improvements, operational enhancements, and project execution across functions.

Rewarding Compensation and Benefits

Eligible employees can elect to participate in:
• Comprehensive medical benefits coverage, dental plans and vision coverage.
• Health care and dependent care spending accounts. 
• Short- and long-term disability.
• Life insurance and accidental death & dismemberment insurance.
• Employee and Family Assistance Program (EAP).
• Employee discount programs.
• Retirement plan with a generous company match.
• Employee Stock Purchase Plan (ESPP).

• Paid Time Off (PTO)

• Benefits:

The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified.  Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.