Team Leader Accounting - Payroll

Team Leader Accounting - Payroll

The Team Leader Accounting - Payroll oversees end-to-end payroll processing to ensure accuracy, timeliness, and compliance. Provide guidance, coaching, and workload management for payroll team. Collaborate with Business Partners to support organizational needs. Act as an escalation point for complex payroll issues. Ensure high-quality customer service for employees, leaders, and partners. Communicate payroll policies, changes, and timelines clearly. Resolve sensitive or complex employee cases with professionalism. Analyze payroll trends, metrics, and root causes to drive operational excellence. Maintain strict confidentiality of payroll and employee information. Uphold high ethical standards and handle sensitive data responsibly.

Minimum Requirements :

• BS degree in accounting or equivalent education
• Minimum five (5) years of related accounting experience (preferred 2 years of electric-utility experience)
• MBA, MSA or CPA preferred
• Thorough knowledge of accounting theory (GAAP), FERC and ACC regulatory requirements, working knowledge of the BAS, related systems and system design
• Must possess a broad business perspective, problem-solving skills, strong interpersonal and communication skills with demonstrated leadership and people management skills

Major Accountabilities :

Export Compliance / EEO Statement

This position may require access to and / or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person. Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law. For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA). In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.

Hybrid : Employees in hybrid roles work both in their home offices (virtually) and alongside their colleagues (in person). In order for employees to build strong relationships and to promote meaningful in-person interactions, hybrid employees are expected to work about 40% of their time in-person at an APS or other (non-home office) location. + Employees are expected to reside in Arizona (or New Mexico for Four Corners-based employees). + Working from a home office requires adequate technology and an appropriate ergonomic set up. + Role types are subject to change based on business need.