Overview

• ·       Lead the development, implementation and management of the payroll policy, processes and practices ensuring alignment with HC strategy and business requirements
• ·       Provide input into the overall Human Capital strategy and value proposition as it relates to payroll and remuneration management
• ·       Lead and guide the development of best practice by conducting research and analysis of trends and developments within the field of payroll management
• ·       Ensure that policies are in line with strategic objectives, relevant payroll standards and legislation
• ·       Provide policy guidance and interpretation, and recommend and implement changes as required
• ·       Drive delivery of the relevant projects/initiatives aligned to the HC strategy to be on time, within budget and to the required standard
• ·       Manage and direct payroll processes and procedures ensuring maintenance of accurate payroll data and records
• ·       Ensure accurate calculation of employee payroll and personal income tax in accordance with company policy and guidelines and in compliance with relevant legislative frameworks
• ·       Lead the development and implementation of appropriate governance and control mechanisms to ensure effective management of payroll administration and transaction processing, and employee benefits
• ·       Oversee the accurate information input into payroll including leave, travel claims and the addition and/or updating of employee information
• ·       Monitor and ensure accurate capturing of authorised payments
• ·       Manage the reconciliation of monthly payroll journals with the general ledger
• ·       Coordinate the development and distribution of payslips and IRP5 documents in line with legislation and HC governance 
• ·       Provide advice to employees on tax/PAYE related issues in line with SARS regulations
• ·       Manage the response to payroll queries in compliance with policy and processes
• ·       Provide expert advice to employees on information related to remuneration and benefits, in accordance with policy and legislation
• ·       Ensure that staff, remuneration, and benefit policies are in place and adhered to
• ·       Manage and ensure the accurate administration of employee benefits and remuneration in line with policy
• ·       Develop, implement and manage a time and attendance system for the organisation as well as relevant tools and processes that will support payroll accuracy and correct payment of employees
• ·       Lead and guide processes for conducting a dummy run of the payroll before the final monthly pay-run to verify data and numbers, identify and verify deviations, and correct all errors
• ·       Institute all necessary controls to ensure that payments and deductions are correct for each pay-run
• ·       Conduct periodic audits to ensure data integrity, and identify and resolve discrepancies
• ·       Ensure timely compilation and submission of all required internal and statutory reports
• ·       Identify gaps and issues in the overall administration of the payroll to improve payroll processes and system efficiency in order to streamline operations
• ·       Stay up to date with changes in relevant legislation and industry best practice to ensure continued compliance and improvement
• ·       Ensure effective management of the administration and processing of employee benefits, namely medical insurance, life insurance, pension fund, relevant allowances, etc.
• ·       Ensure that the organisation is fully compliant with relevant legislation
• ·       Establish mechanisms by which to ensure the accuracy and integrity of data relating to employee benefits
• ·       Provide required HC data and management information for internal and external reporting purposes
• ·       Utilise advanced data analytics in the provision of HC management information or for management reports as required
• ·       Communicate HC data and management information to management by means of formal presentations and/or standard management reports on a periodic/quarterly/annual basis
• ·       Support the HC management team to identify risks and challenges based on HC information, and use data analytics to support and influence required changes to processes or procedures
• ·       Utilise technology and analytical tools to generate and analyse organisation-wide HC and other cross-functional data as needed
• ·       Create and maintain key human resources data sets, reports and metrics ensuring data accuracy and integrity
• ·       Serve as the domain expert for HC analytics
• ·       Collaborate with subject matter experts across HC to promote proper data governance to facilitate data accuracy and integrity
• ·       Work as the key representative with reference to external benchmarks and key surveys supporting the HC function
• ·       Manage and ensure compliance with all applicable legislation, tax obligations and regulations including POPIA and all HC-relevant legislative frameworks
• ·       Ensure adherence to POPIA and other HC-related legislative and regulatory frameworks
• ·       Ensure training of all relevant users on the HC compliance and governance requirements
• ·       Identify strategic and operational risks relating to payroll management and develop and implement effective mitigation
• ·       Understand the key HR risks in the business to enable effective mitigation
• ·       Develop and implement a Human Capital risk log
• ·       Identify key risks to effective payroll functioning and ensure development and implementation of effective mitigating plans and actions
• ·       Ensure timely compilation and submission of required statutory and internal reports
• ·       Communicate payroll policies, processes and practices to the HC community and management at large
• ·       Manage SLA compliance whilst identifying areas of inefficiency
• ·       Build and maintain sound relationships with key internal and external stakeholders
• ·       Manage expenditure in line with HC priorities and objectives within approved financial parameters
• ·       Report on expenditure as well as possible deviations to the budget
• ·       Ensure avoidance of irregular and wasteful expenditure
• ·       Provide the required supporting documents to enable effective auditing processes
• ·       Manage payroll management employees ensuring optimum use of skills
• ·       Conclude clear performance management contracts with the team and ensure effective management thereof
• ·       Ensure that all employees in the department have clear individual development plans and are being implemented to ensure the required skills to meet business requirements
• ·       Partner with HRD and HRBP’s in building capabilities for payroll management