Job Summary
The Senior Payroll and HR Specialist serves as the primary liaison to UFCU's third-party payroll business partner to ensure timely and accurate delivery of payroll services according to documented service agreements. This role serves as the primary point-of-contact and subject matter expert for all payroll and time management services, and provides support on payroll related Human Resources Information System (HRIS) administration.
The Senior Payroll and HR Specialist also partners with the Manager - HR Operations and Compensation Program Manager to assist with the administration of Total Rewards. This role performs compensation market analyses, completes annual salary surveys, and provides support to other benefits and human resources projects/events as needed.
The Senior Payroll and HR Specialist reports to the Manager - HR Operations.
Essential Functions
Payroll, Time Management, and Human Resources Information System (HRIS) Administration

• Leads and facilitates preparation and processing of semi-monthly and supplemental payroll cycles in partnership with third-party payroll provider.
• Ensures timely preparation and delivery of all semi-monthly and monthly payroll reports to the Accounting team.
• Performs ongoing reconciliation and auditing of general ledger and 401(k) accounts and takes action to resolve discrepancies, in partnership with the Accounting team.
• Manages the third-party payroll provider to ensure adherence to service-level agreements and leads issue resolution process. Partners with HR leadership to resolve escalated issues as needed.
• Manages the employee time card and leave request process within the time management system and engages with leaders to address issues.
• Facilitates resolution of employee pay or time management issues, and escalates to HR leadership as needed.
• Leads year-end closing process in partnership with the third-party payroll provider.
• Enters confidential employee data into HRIS system.
• Updates payroll records and processes routine changes to employee records.
• Prepares recurring and ad-hoc payroll and time management reports and provides related analysis.
• Oversees the distribution of paychecks and administration of direct deposit programs.

Compensation

• Supports the design and development of compensation programs and projects.
• Completes annual salary surveys.
• Consults with the Talent Acquisition team on compensation policy interpretation, new hire offers, promotions, and market analyses.
• Provides operational support for base compensation including market analyses, pay grades, internal equity evaluations, and salary recommendations.
• Assists in administering annual bonus, incentives, and other compensations programs, as needed.

HR Operational Collaboration

• Leads process to continually review and enhance payroll and compensation-related processes and procedures.
• Ensures and protects the confidentiality and maintenance of all employee electronic forms and organizational records.
• Serves as backup to the Shared Services Specialist in monitoring and responding to inquiries received through the general HR email inbox. Directs questions to appropriate team members where necessary.

Other

• Adheres to all company policies, procedures and business ethics codes
• Completes required regulatory training as assigned
• Maintains strict adherence and compliance to all laws, rules, regulations and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations.

Knowledge/Skills/Abilities
Knowledge

• Advanced knowledge of state and federal payroll rules and regulations
• Advanced knowledge of Human Resources applications, including HRIS and time management systems
• General knowledge of benefits and wellness programs, concepts, and regulations
• General knowledge of all other applicable state and federal laws, guidelines, and regulations pertaining to Human Resources
• Demonstrated strong knowledge of Excel and other MS Office applications
• Strong understanding of process improvement methodologies

Skills

• Strong written, verbal, active listening, collaborative, and interpersonal skills
• Strong presentation skills to a variety of key stakeholders
• Positive, empathetic, and employee-centered mindset, with strong problem-solving skills and a proactive approach in recommending solutions
• Strong analytical skills with a high attention to detail and accuracy
• Advanced organizational, project management, and time management skills, with the ability to proactively and consistently meet deadlines without supervision

Abilities

• Strong ability to develop and maintain successful and effective relationships and networks with co-workers, customers, and colleagues inside and outside the Credit Union
• Strong ability to discern highly sensitive information while maintaining employee and organizational confidentiality
• Ability to demonstrate a highly empathetic approach to employee interactions and problem resolutions
• Possess a team orientation and collaborative mindset skilled at building relationships to achieve goals and objectives
• Proactive mindset for continuous process improvements to enhance and simplify the employee experience
• Possess intrinsic curiosity mindset - default to action, open-minded, ability to break down silo thinking, and a solution-provider mentality
• Ability to conduct research and gather information to provide information and solutions

Competencies

• Adaptability
• Building Member Loyalty
• Building Partnerships
• Communication
• Emotional Intelligence
• Focus on Results
• Influence

Experience
Minimum Requirements

• Bachelor's degree. Years of relevant experience may be substituted for degree.
• Minimum of five (5) years of payroll and time management administration and HRIS or HCMS experience for an organization of 500 employees
• Minimum of two (2) years of high-touch customer service experience
• Must be bondable

Preferred Requirements

• Minimum of two (2) years of project management experience
• Minimum of two (2) years of compensation program administration experience for an organization of 500 employees
• Fundamental Payroll Certification (FPC)
• Credit union or financial services background
• Experience working in a not-for-profit environment
• PHR, SHRM, CCP, CEBS Certification(s)
• Lean Six Sigma or equivalent process improvement-related courses

Physical Demands
The physical demands described are representative of those that must be met by an employee, with or without accommodation, in order to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to sit at desk; use hands to finger, handle or feel; reach with hands and arms; and talk or hear
• Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and ability to adjust focus
• Employee will make use of the telephone and virtual communication platforms requiring the ability to effectively and accurately explain complex information

Work Environment
The work environment characteristics described are representative of those an employee encounters while performing the essential functions of this job.

• This position is required to work 1 day each week at the UFCU Plaza in Austin, Texas.
• This position may involve periodic stressful conditions
• May occasionally require an adjusted work schedule, overtime, or evening/weekend hours
• Internal public contact position, requiring appropriate professional appearance
• Frequent computer use at a workstation of up to two hours at a time
• The noise level in the work environment is usually moderate

INDUFCU
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)