Position Description Payroll Team Leader

Transcription

1 Position Description Payroll Team Leader Division Workforce and Information Services Grade/Band 5 Position Number DB6022 Date position description approved 22/10/2018 Council overview At the City of Sydney our people are our most important asset and central to achieving our exciting and ambitious Sustainable Sydney 2030 developing a green, global and connected city. The City of Sydney works to build socially sustainable communities that support a more inclusive Sydney a city that is also more connected, liveable and engaged. From our high-quality facilities to local services and initiatives, we are dedicated to delivering the best city environment for business, work, living and recreation. Council values Our people are custodians of public trust and confidence. In recognising this, we are committed to building a high performing culture built on the values of collaboration, courage, integrity, innovation, quality and respect. These six core values guide everything we do at the City. Primary purpose of the position The Payroll Team Leader facilitates the day to day activities of the payroll function, including application of Council's awards and employment legislation to ensure employees receive the appropriate pay and conditions and to provide high quality and timely advice on payroll matters to employees and managers. As an expert in the Chris payroll system there will be a close relationship with the HR Information Systems, System Administrator to ensure all aspects of the Chris system are being utilised to the fullest including ongoing training of the users. The Payroll Team Leader works collaboratively with the team to monitor day to day workloads, responsible for leading the immediate payroll team. With the Manager, Payroll & Remuneration a focus on improving processes and procedures and with HR Business Partners to resolve employment issues and provide advice on Award entitlements. Key accountabilities Ensure the timely & accurate processing of weekly and fortnightly payrolls.

2 Provide ongoing training to the Payroll system (CHRIS) users and work closely with the HR Information Systems, System Administrator. Examine all salary and position data input to the CHRIS system by the Payroll Officers prior to each payroll being finalised to ensure high levels of accuracy & integrity, whilst at the same time, ensuring deadlines are met. Perform end of period processing including reconciliations for End of Pay, End of Month & End of Year, Electronic Funds Transfers, payment summaries, payments to Superannuation funds and external companies. As a point of contact on pay and conditions for employees and managers, deliver a high standard of customer service in the advice and guidance provided and ensure advice is provided in a clear & concise manner, which is easy to understand and enquiries are resolved Identify opportunities to improve the efficiency and effectiveness of the payroll function and provide feedback to the Manager, Payroll & Remuneration. Assist the Manager, Payroll & Remuneration with annual processes including Salary Progression and Award increases. Provide guidance and support to Payroll Officers on complex payroll queries and provide on the job training to increase knowledge and skills within the team. The position is expected to comply with the Work Health and Safety Act and associated legislation in the performance of all duties. Key challenges Deliver accurate work within established deadlines within a high volume environment. Establish and maintain effective a high level of customer service with various stakeholders, effectively prioritising. Effective delivery of process improvements to drive efficiencies across all aspects of Payroll and related functions. Key relationships Who Why Internal Manager Receive advice and report on progress towards business objectives and discuss future directions Provide advice and contribute to decision making Identify emerging issues/risks and their implications and propose solutions Internal Stakeholders (HR Business Partners, Business Units) HR Information Systems, System Administrator Provide expert payroll advice on a range of payroll related issues Manage expectations and resolve issues To ensure the CHRIS system is being utilised to the fullest and the system users are trained accordingly External External stakeholders Provide expert payroll advice on a range of payroll related issues

3 Who (Superannuation companies, other Councils etc) Why Manage expectations and resolve issues Key dimensions Decision making The Payroll Team Leader is expected to exercise sound judgement in dealing with assigned workload and within the constraints of various deadlines, some externally imposed. The Payroll Team Leader is primarily responsible for ensuring that accuracy, consistency and equity are maintained in the payroll process, applying employment conditions and in providing advice to employees & management, as well as working in accordance with Council policies & procedures, Awards & Agreements and relevant legislation and statutory requirements in respect of taxation, superannuation and payroll administration. The Team Leader is expected to seek the advice of the Manager, Payroll & Remuneration in relation to issues not governed by policies & procedures, where information is unclear or not available or where issues are of a highly sensitive or critical nature. In the absence of the Manager, advice is to be sought from the Manager, Corporate Human Resources. Reports to Manager Payroll & Remuneration Estimated number of indirect reports Not applicable Knowledge & Skills Extensive experience in all facets of payroll processing including data entry, employee masterfile maintenance, termination payments, PAYG Tax, Superannuation, salary deductions and end to end payroll including End of Pay, End of Month & End of Year processing and reconciliations. Extensive knowledge and experience with computerised payroll and human resources information systems (Chris21/iChris) including advanced report writing skills. Experience with the KRONOS Time and Attendance system (desirable). Capabilities for the position The City s capability framework outlines the capabilities everyone needs to work well in their role. They are expressed as behaviours that show expected knowledge, skills and our values. There are capabilities for employees and managers which provide clarity, common language and consistency.

4 Capability Group Capability Name Level Act with Integrity and Courage Demonstrate Accountability Personal attributes Manage Self Relationships Resources Display Resilience and Adaptability Work Collaboratively Communicate and Engage Respectfully Community and Customer Focus Influence and Negotiate Deliver Quality Create and Innovate Plan and Prioritise Think and Solve Problems Financial Integrity Technology and Information Assets and Tools Procurement and Contracts Focus capabilities The capabilities in bold are the focus capabilities for this position. The focus capabilities are those judged to be most important at the time of recruiting to the position. That is, the ones that to be meet at least at a satisfactory level for a candidate to be suitable for appointment. Group and Capability Level Behavioural Indicators Personal Attributes Act with Integrity and Courage Personal Attributes Demonstrates Accountability Relationships Work Collaboratively Acts honestly, ethically and with discretion and encourages others to do so Sets a tone of integrity and professionalism with customers and the team Supports others to uphold professional standards and has the courage to report inappropriate behaviour Respectfully challenges behaviour that is inconsistent with organisational values, standards or the code of conduct Consults appropriately when issues arise regarding misconduct, unethical behaviour and perceived conflicts of interest Is prepared to make decisions within own level of authority Takes an active role in managing issues in the team Coaches team members to take responsibility and follow through Is committed to safe work practices and manages work health and safety risks Identifies and manages other risks in the workplace Contributes to a culture of respect and understanding in the organisation Creates an atmosphere of trust and mutual respect within the team

5 Relationships Communicate and Engage Respectfully Deliver Quality Plan and Prioritise Resources Financial Integrity Builds cooperation and overcomes barriers to sharing across teams/units Relates well to people at all levels and develops respectful working relationships across the organisation Identifies opportunities to work together with other teams/units Acts as a resource for other teams/units on complex or technical matters Focuses on key points and communicates in Plain English Clearly explains and presents ideas and technical information Monitors own and others non-verbal cues and adapts where necessary Listens to others when they are speaking and asks appropriate, respectful questions Shows sensitivity in adapting communication content and style for diverse audiences Takes responsibility for the quality and timeliness of the team's work products Ensures team understands goals and expectations Shares the broader context for projects and tasks with the team Identifies resource needs, including team, budget, information and tools Allocates responsibilities and resources appropriately Gives team members appropriate flexibility to decide how to get the job done Takes responsibility for the quality and timeliness of the team's work products Ensures team understands goals and expectations Shares the broader context for projects and tasks with the team Identifies resource needs, including team, budget, information and tools Allocates responsibilities and resources appropriately Gives team members appropriate flexibility to decide how to get the job done Presents basic financial information clearly and in an appropriate format Uses funds and records financial transactions in line with financial audit and reporting obligations Makes expenditure decisions within budget limits Uses financial and other resources responsibly and helps others understand their obligations to do so