Senior Manager HR and Payroll

The Senior HR & Payroll Manager is an integral part of the HR team, reporting to the CHRO. This position is responsible for payroll, benefits, HR & Payroll compliance, HRIS maintenance, and leave management. The Senior Manager collaborates with the CHRO, HR/IT and Finance teams, and leaders across the organization. They also serve as the primary contact for employees in regard to payroll, benefits, leaves, and HR policies.

Essential Functions

Payroll

• Process biweekly (120 employees) and off-cycle payroll in collaboration with Finance, ensuring timeliness and accuracy.
• Conduct audits of timecards, employee data, PTO balances, garnishments, and deductions to ensure compliance with regulations.
• Coordinate 403(b) contributions, enrollments, loans, and reporting with the plan administrator.
• Prepare post-payroll reports for validation, reconciliation, and compliance monitoring.
• Ensure legal compliance in all payroll activities and maintain accurate payroll records for audits.
• HRIS and System Improvements
• Maintain and optimize the Paylocity HRIS system, resolving discrepancies and ensuring seamless vendor integrations.
• Process employee lifecycle changes (hires, changes, terminations) in collaboration with the Senior HR & Recruiting Manager.
• Generate custom reports for HR and payroll analysis.
• Implement system improvements to streamline operations and reporting accuracy.
• Collaborate with Finance to ensure payroll data integrity and reporting alignment.

Compliance and HR Policy Administration

• Stay current on federal, state, and local HR/payroll regulations and advise on policy updates.
• Update and maintain the employee handbook and HR policies for compliance and clarity.
• Ensure all our policies and procedures are developed with a focus on belonging and inclusion.
• Ensure accurate recordkeeping and retention in accordance with legal standards.
• Oversee month- and year-end reporting, including ACA, 403(b), and workers’ compensation audits.
• Support annual internal and external HR/payroll audits by maintaining appropriate documentation.
• Prepare / maintain reports on key HR metrics and present to leadership as requested.

Compensation and Benefits

• Maintain compensation policy and pay ranges; ensure alignment with internal equity and market benchmarks.
• Recommend salary ranges for new roles based on compensation strategy.
• Manage benefits administration, including open enrollment, renewals, plan reconciliation, and payroll deduction accuracy.
• Partner with brokers and CHRO to evaluate and implement benefits plans and updates.
• Resolve employee benefits issues and system discrepancies; maintain benefits website in partnership with vendors.
• Oversee 403(b) plan administration including enrollments, compliance, and payroll integration.

Leave Administration and Workers’ Compensation

• Manage all LOA requests with a focus on kindness, equity, and inclusivity.
• Track and manage all leave of absence (LOA) cases, ensuring compliance with FMLA, CFRA, and company policies.
• Draft and communicate LOA correspondence; track medical certifications and maintain documentation.
• Coordinate benefit premiums and pay adjustments during leaves.
• Manage workers’ compensation claims, collaborate with program managers and insurance providers, and support return-to-work planning.
• Conduct annual workers’ comp audits and oversee policy renewal process.

Communication and Training

• Serve as the primary point of contact for people leaders and employees with questions about payroll, benefits, leaves, and policies.
• Provide management orientations for all new people leaders.
• Meet with new hires during onboarding to review HR systems, policies, and benefits.
• Deliver training sessions on HR compliance and policies to people leaders and staff as needed.
• Present HR metrics, HR policy changes, benefits updates etc. to leadership and at staff meetings.