Payroll & HRIS Manager

The Payroll and HRIS Manager is responsible for overseeing and optimizing all aspects of payroll operations and human resources information systems. This role ensures the accurate and compliant processing of payroll, while maintaining the integrity, security, and development of the HRIS. The manager will also be accountable for the timely execution of payroll, accurate maintenance of employee records, administration of employee benefits, and delivery of HR reporting and analytics to support data-driven decision-making. Acting as a cross-functional partner to HR, Finance, and IT, the Payroll and HRIS Manager plays a key role in ensuring seamless system integration, process automation, and operational efficiency across all HR systems.

• KRA 1: Payroll Management (50%)
  • Oversee the entire payroll process, including data entry, payroll calculations, and compliance with statutory and tax regulations
  • Lead and manage end-to-end payroll processing cycles with accuracy and timeliness
  • Ensure full compliance with tax regulations, social security, and statutory filings
  • Reconcile payroll accounts in coordination with Finance
  • Review, audit, and approve payroll reports while safeguarding confidentiality
  • Resolve payroll-related queries within defined SLAs
  • Validate and reconcile payroll reports received from the vendor, addressing any discrepancies or issues promptly
  • Collaborate with external payroll service providers ensuring effective communication and adherence to service level agreements
  • Manage audits and year-end reporting
• KRA 2: HR Systems and Management (10%)
  • Lead the administration, configuration, and optimization of the company's HRIS platform
  • Manage system upgrades, implementations, and integrations with other platforms (e.g., timekeeping, benefits, finance)
  • Ensure data accuracy, integrity, and security across all HR systems
• KRA 3: HR Reporting & Analytics (15%)
  • Develop and deliver reports, dashboards, and analytics to support HR and business decision-making
  • Integrate and standardized workforce reports (headcount, attrition, payroll costs, compliance metrics)
  • Prepare ad-hoc reports for leadership to support workforce planning, budgeting, and compliance
  • Identify trends and provide actionable insights through data analysis
  • Use visualization tools (Excel, Power BI, Tableau) for reporting
  • Collaborate with HRIS vendors and internal IT to ensure reporting functionality and data integration accuracy
• KRA 4: Compliance & Controls (5%)
  • Maintain compliance with payroll-related legal requirements and company policies
  • Ensure HR system processes comply with data privacy regulations
  • Coordinate internal and external audits for payroll and HR data
• KRA 5: Process Improvement & Strategy (10%)
  • Identify and implement process improvements to enhance payroll accuracy, efficiency, and user experience.
  • Support strategic initiatives, such as workforce analytics, automation, and system optimization.
  • Keep up to date with relevant legislation, implementing changes as necessary and overseeing any projects to improve efficiency
  • Collaborate with HR, Finance, and IT on cross-functional projects

• Financial:
  • Supports and collaborate with Finance and Accounting to support budgeting, labor cost forecasting, and payroll-related accruals
  • Oversee vendor contracts and expenditures related to HR and payroll systems, ensuring cost-effective service delivery and alignment with budget
  • Monitor and report on payroll variances and system-related costs, identifying opportunities for operational and financial efficiencies
• Non-Financial:
  • Primarily reports to the Head of HR
  • Network of Interaction

• Internal Customers:
  • Department Heads and Mancom
  • Business Sector Leads
  • Corporate PICI Employees
  • HR Business Partners
  • BU HR Admin and Timekeeping
• External Customers:
  • External vendors and providers
  • Government Agencies

• Education: Bachelor's Degree in Psychology, Behavioral Science, Business Administration or related field
• Job Related Experience: At least 8 years of experience in a relevant field (e.g. HR Business Partnering, HR Generalist)
• Specific Knowledge/Ability/Certifications:
  • Extensive knowledge of the payroll function including preparation, balancing, internal control, and payroll taxes
  • Required Competencies
  • Excellent interpersonal skills, communication, and presentations skills, including ability to communicate succinctly complex topics to top management
  • Ability to collaborate and work with different departments
  • Proven ability to manage multiple priorities and work in a fast-paced environment
  • Experience with change management and organizational development is preferred
  • Proactive, self-driven, and work under pressure to meet deadlines
  • Experience with payroll software and HRIS applications (e.g., SuccessFactors, Workday, Jeon Soft, etc.)