Manager, Payroll & Benefits

Overview

Job Title : Manager, Payroll & Benefits

Learn more about the general tasks related to this opportunity below, as well as required skills.

Reports to : Sr. HR Director

FLSA Status : Exempt

Position Summary : This role within the HR Department of Capcom USA, Inc. (CUSA) is responsible for managing, implementing and administering programs and systems associated with payroll, employment, benefits, compensation, communications, and employee morale. Assists with the development of these programs / systems and associated policies and procedures for these areas. Responsible for managing and administering all aspects of timely payroll processing and reporting. Provides quality customer service to HR / Payroll customers. Responsible for standard and ad-hoc reporting associated with these functions. Responsible for the Payroll / HR database setup & maintenance.

Essential Functions & Responsibilities

• Payroll Management - 40%
• Manage semi-monthly full-cycle payroll run for both Capcom USA, Inc. (CUSA) and Capcom Pictures, Inc. (CPI) groups as required. Provide administrative functions for the Paylocity Databases and related reporting. Ensures the integrity of payroll / HR records, files and reporting. Responsible for the maintenance of the Fidelity database to correspond with plan covenants and current employee information and elections and ensures accurate / timely payroll deductions. Implement and maintain systems for tracking employee time-off. Preparation of payroll / benefit accounting monthly / quarterly / annual reports, journal entries, reconciliation, audit work papers, and labor allocation required for the companys financial records. Remain current on regulations related to payroll ensuring company compliance with applicable laws and regulations. Ensure appropriate application of exempt / non-exempt employee status. Ensure overtime / rest and meal break rules and regulations are communicated to supervisor / managers. Responsible for ensuring accuracy of recording payroll activity in payroll system such as time off, deductions, LOA, etc. Ensure accurate and timely payroll processing. Ensures processes are JSOX compliant.
• Benefits Administration - 25%
• Responsible for the internal administration and administration coordination with external administrators for company benefits programs. Administers Capcom benefit vendor and broker web sites. Participates in the review and evaluation of service providers, current market trends and practices to ensure services and benefits offered are meeting requirements and are competitive. Implements new benefit plans as required. Responsible for benefits eligibility tracking and communication. This includes prior service issues, new hire, status changes, LOA, employment termination, or ineligibility due to reduction in work hours. Responsible for the administration of COBRA and conversion benefits. Assists participants with questions and claims processing. Complies and submits non-discrimination testing data as required. Maintains plan documents files. Maintains source document records and correspondence files for benefit plans. Reconciles Vendor invoices prior to payment.
• Compensation - 10%
• Evaluates salary adjustment requests and other compensation status change requests prior to approval. Participates in the implementation of the annual focal review program. Ensures that approved position and salary adjustments are properly documented and timely entered in the HRIS and payroll database. Reviews performance appraisal and business case content for consistency and completeness. Utilizes compensation surveys and job descriptions to evaluate and make recommendations on base compensation levels for positions. Responsible for compiling and submitting data related to participation in compensation surveys. Provides customer service for employee questions, concerns, requests. Coordinates Workers comp claims. Other activities as the need arises.
• Workforce Planning / Budgeting / Forecasting / Financial Analysis - 25%
• Updates hiring forecasts with current recruiting plans. Communicates with department heads to ensure forecast plans are current and approved. Tracks and updates actual compensation and benefits costs in the forecasting software. Prepares monthly forecast reports for CUSA / CPI. Communicates variances as needed. Prepares annual budget HC and salary reports. Works with department heads to capture payroll & headcount projections. Ad-hoc reports as needed.
• HR Operations As Assigned
• Assists in the company events committee ensuring that events are effective. Develops and administers various programs to recognize service anniversaries, welcome new hires & assist employees affected by downsizing or lay off etc. Prepares communication materials related to responsibilities.

Knowledge, Skills and Abilities

Minimum Requirements

Requires a Bachelors degree in related field or equivalent with 3-6 years of related experience. Requires excellent customer service attitude and communication skills. Must be self-motivated, proactive and able to manage flexible priorities. Excellent interpersonal skills, professional approach in dealing with all levels of employees. Able to handle and maintain confidentiality on an ongoing basis.

Certifications

Physical Demands

This position occasionally requires exerting up to 25 pounds to move objects in the storage room and / or event preparations. This position requires repetitive keyboard work about 50% of the time.

Working Environments

Work is generally performed in an office environment and the noise level is usually moderate. Reasonable accommodations may be made to enable individual with disabilities to perform the essential functions.

Disclaimer

This job description is not intended to be an exhaustive list of duties, knowledge, skills, abilities, or requirements, as any one position in this classification may be assigned some or all of these duties, in addition to other duties not explicitly listed here. The various duties, responsibilities and / or assignments of this position may be unevenly balanced and changed from time to time based upon matters such as, but not limited to, variations in shift schedules, work demands, seasons, service levels and managements decisions on how to best allocate department resources. Any shift, emphasis or rebalancing of these assigned duties, responsibilities and / or assignments does not constitute a change in the job classification.

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