HR Payroll and HRIS Manager

Job Description

Job Description

POSITION SUMMARY

The HR Payroll and HRIS Manager role serves as a strategic advisor and technical expert across HR systems, payroll operations, compliance, and leave. This role leads the design, administration, and continuous optimization of FCTG's human resources information systems (HRIS), leave management programs, and payroll processing. Working closely with the Corporate Controllers, employees and cross-functional teams, the incumbent ensures that people systems and practices are compliant and aligned with FCTG's organizational values and strategic goals.

ESSENTIAL DUTIES & RESPONSIBILITIES

Payroll Administration

• Manage end-to-end payroll processing for all employees, ensuring accuracy and timeliness
• Maintain compliance with federal state, and payroll tax regulations that FCTG does business within.
• Serve as the primary liaison and manage the relationship with the payroll vendor, including service levels, case management/escalations, and ongoing issue resolution to ensure accurate and timely payroll outcomes
• Coordinate vendor contract administration activities (e.g., renewals, add-on services, change requests) and review vendor invoices for accuracy in partnership with HR/Finance
• Monitor vendor performance and controls (timeliness, accuracy, compliance support); participate in periodic business reviews and ensure follow-through on corrective actions
• Process multi-state payroll, including state and local tax setup/withholding considerations; coordinate with the payroll vendor for quarter-end and year-end activities (e.g., W-2 processing/corrections), and review outputs for accuracy
• Complete payroll reconciliations and balancing (including payroll register review and payroll-to-general-ledger reconciliation) and maintain audit-ready records
• Own and communicate the payroll calendar, cutoffs, and approvals/sign-offs; partner with HR/Finance to resolve variances prior to payroll submission
• Lead and document the full payroll calendar (pre-payroll validation, cutoffs, approvals/sign-off, post-payroll reconciliation).
• Own payroll tax filings and agency relationships (federal/state/local), including quarter/year-end activities (e.g., W-2 corrections, amended returns) as applicable.
• Multi-state payroll compliance language (registration/withholding, reciprocal agreements, wage & hour differences, local taxes) if the workforce spans multiple jurisdictions.
• Time & attendance / timekeeping oversight and integration with payroll (cutoff management, exception handling, retro pay).
• Process documentation (SOPs), internal controls, and periodic self-audits; disaster/continuity backup plan for payroll processing.
  
   

Leave Management

• Administer all employee leave programs and accommodations, short-term disability, and other federal and state-mandated leaves
• Serve as the primary point of contact for employees and managers navigating leave of absence processes, ensuring a consistent and compliant experience
• Maintain and update leave tracking systems, ensuring accurate records of leave balances, return-to-work dates, and supporting documentation
• Act as system administrator for the leave management platform; oversee configuration, integrations, and user access
• Manage the relationship with the leave management vendor, including service levels, case management/escalations, and ongoing issue resolution
• Coordinate vendor contract administration activities (e.g., renewals, add-on services, change requests) and review vendor invoices for accuracy in partnership with HR/Finance
• Monitor vendor performance and controls (timeliness, accuracy, compliance support); participate in periodic business reviews and ensure follow-through on corrective actions
• Develop, maintain, and communicate leave policies in alignment with applicable federal, state, and local regulations and organizational guidelines
• Partner with Legal and HR leadership to review and update leave policies as regulations evolve
• Train managers and employees on leave entitlements, procedures, and policy requirements

HR Systems & Data Management

• Serve as system administrator and subject-matter expert for the agency's HRIS platform
• Lead system upgrades, integrations, and configurations to support operational needs
• Ensure data integrity and accuracy across all HR systems; develop and maintain data governance standards
• Generate and analyze HR metrics and analytics, dashboards, and recurring reports for leadership
  
   

Employee Support

• Onboarding and orientation
• Managing employee questions and website
• Company scholarship management
  
   

Business Partnership & Compliance

• Act as a strategic advisor to department leaders on payroll, compensation, and HR technology matters
• Coordinate responses to payroll and compensation audits, both internal and external

MINIMUM QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field — OR equivalent combination of education and experience
• Five (5) or more years of progressively responsible experience in payroll administration, compensation, or HR systems
• Demonstrated experience with HRIS platforms (e.g., UKG, Workday, ADP, Paycom, or similar)
• Advanced proficiency in Microsoft Excel with a preference of experience with Power BI
• Demonstrated experience implementing or significantly upgrading an HRIS and/or payroll system (requirements, configuration, testing/UAT, and go-live support)
• Preferred: Certified Payroll Professional (CPP) or Fundamental Payroll Certification (FPC)
• Ability to work in the office Mon-Thurs

CORE COMPETENCIES

• Analytical Thinking: Ability to synthesize complex data and translate findings into actionable recommendations
• Attention to Detail: Meticulous in payroll processing and compensation calculations with strong accuracy
• Communication: Able to present technical information clearly to non-technical stakeholders
• Collaboration: Proven ability to work cross-functionally and build trust with diverse teams
• Continuous Improvement: Proactive in identifying efficiencies and driving process improvements

NOTE: Applicants must be authorized to work in the United States without the need for employer sponsorship now or in the future

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