Our team members are the heart of what makes us better.

 

At Hackensack Meridian Health we help our patients live better, healthier lives — and we help one another to succeed. With a culture rooted in connection and collaboration, our employees are team members. Here, competitive benefits are just the beginning. It’s also about how we support one another and how we show up for our community.

 

Together, we keep getting better - advancing our mission to transform healthcare and serve as a leader of positive change.

 

The Director, Payroll Systems is responsible for the technical support provided to the Payroll Department for all system configuration, testing, projects, reporting and all other technical needs to ensure the Payroll Department applications are operating accurately, efficiently and secured across the Hackensack Meridian Health (HMH) network. Hands-on individual responsible for all payroll applications, partnering with IT to solve system business problems for the Payroll Department. Takes projects through envisioning and design while remaining consultative to the project management, development and implementation teams during the development and deployment phases, ensuring the project stays true to architecture, timelines, and budgets. Works closely with the Vice President of Payroll Operations and other key business decision-makers in identifying and implementing cost-effective solutions for all aspects of the Payroll department. Provides the strategy, leadership, and day-to-day management for functional and technical guidelines for the Payroll Department related to the Payroll systems. Further leads the process and team members in the analysis, enhancement, and tailoring of current practices and existing systems to increase operating efficiencies as well as reduce and cut costs within the business.

A day in the life of a Director, Payroll Systems at Hackensack Meridian Health includes:

• Manage all technical projects, testing needs, system upgrades, patches, cases, system issues, system enhancements and reporting requests.
• Builds a collaborative culture within both internal and external departments throughout the organization.
• Plays a lead role in the maintenance of knowledge within the Payroll department, coordinating the implementation of best practices and the adoption of suitable trends.
• Delegates and oversees all work of payroll system analysts.
• Assists in the development of user/business requirements, translating the needs to system technical requirements and setting up project work teams.
• Troubleshoots all payroll technical issues independently and by partnering with the PeopleSoft technical team.
• Provides custom report development and may provide standard reports to clients.
• Acquires and retains in-depth knowledge of PeopleSoft Time and Labor rules, table structure and Time Admin processing to effectively manage and resolve rule inconsistencies and incorrect calculations.
• Ability to produce reports using PeopleSoft Query, SQL, XML Publisher and Connected Queries.
• Develop solutions to complex Payroll Systems/Technology situations or projects that require the regular use of ingenuity and creativity.
• Act as subject matter expert on PeopleSoft implementation projects, leading the process of documentation, design, change management, cost estimation, project management, testing, production support, and auditing.
• Maintain a strong leadership role in the direction of PeopleSoft initiatives.
• Participate in all aspects of PS implementations from project initiation through implementation.
• Participate in all system maintenance initiatives including upgrades and patches.
• Works actively to achieve system and change acceptance, not only within the HR Department, but throughout the Medical Center.
• Must be able to provide advice and counsel relative to best technology, educating users on the different benefits and capabilities of technologies.
• Utilizes resources efficiently and frequently assesses workload across team members for equity and cross-training opportunities.
• Independently and proactively observes and identifies work requirements and skill gaps and develops plans to fill the gaps through training, development, or replacing staff where necessary.
• Establishes frequent status meetings to discuss performance issues and provide guidance and training as needed.
• Plays a mentorship role to key Payroll systems personnel, promoting their professional growth.
• Develops career path for team members by partnering with staff on short- and long-term goals, utilization of internal and external training classes and developing action plans to achieve goals.
• Sets quality goals that focus on developing staff, growing the department, improving processes, preventing payroll errors and adjustments through training and automation. Goals should align with Payroll Department and organization goals.
• Fosters a positive climate and encourage strong work ethics through coaching and mentoring.
• Communicates proactively and effectively with staff to remove barriers for improvement.
• Work with staff to develop system and process improvements to achieve department goals.
• Promptly communicates to the Payroll Vice President any events of critical importance or employee issues.
• Hire, discipline and terminate team members in accordance with HMH and Payroll Department performance standards.
• Completes performance evaluations timely for staff based on factual supporting documentation, individual and department performance goals. Content should be of quality substance.
• Manages timekeeping, and absence requests effectively to ensure proper staffing levels at all times
• Ensures staff are following time and attendance policies and punching IN/OUT as required.
• Ensures all overtime is approved prior to use and only used when absolutely necessary.
• Maintains confidentiality of all payroll data by locking PC when stepping away from desk, being cognizant of surroundings when discussing confidential data, password protecting all files sent through email, not releasing any confidential data without the employee's written consent, verifying manager access before providing any salary information, and keeping all employee information and files restricted to the Payroll staff and approved leaders.
• Adheres to the standards identified in the Medical Center's Organization and Managerial Competencies.

 

 

Education, Knowledge, Skills and Abilities Required:

• BS in Computer Science or related experience.
• Must have a general, effective understanding of payroll wage and tax laws.
• Minimum of 10 years' experience with all aspects of PeopleSoft 9.0 or higher HRMS/Payroll configuration and functionality, including PeopleSoft Time and Labor and self-service applications.
• Minimum of 10 years' experience including documentation, design, change management, cost estimation, project management, testing, production support and auditing.
• Minimum of 10 years report writing experience.
• Excellent analytical and problem-solving skills.
• Knowledge of technological/automation theories, principles, and best practices.
• Ability to multitask in a demanding environment, good organizational and communication skills managing complex multidisciplinary initiatives to improve processes.
• Requires ability to communicate with technical and non-technical users, management and non-management customers.
• Expert in SQL.
• Prior supervisory / management experience.

Education, Knowledge, Skills and Abilities Preferred:

• Application Engine.
• PeopleSoft Fluid development.

If you feel that the above description speaks directly to your strengths and capabilities, then please apply today!   

 

Minimum rate of $180,918.40 Annually

HMH is committed to pay equity and transparency for our team members. The posted rate of pay in this job posting is a reasonable good faith estimate of the minimum base pay for this role at the time of posting in accordance with the New Jersey Pay Transparency Act and does not reflect the full value of our market-competitive total rewards package.

The starting rate of pay is provided for informational purposes only and is not a guarantee of a specific offer. Posted hourly rates may be stated as an annual salary in the offer and posted annual salaries may be stated as an hourly rate in the offer, depending on the level and nature of the job duties and credentials of the candidate. The base compensation determined at the time of the offer may be different than the posted rate of pay based on a number of non-discriminatory factors, including but not limited to:

Labor Market Data: Compensation is benchmarked against market data to ensure competitiveness.
Experience: Years of relevant work experience.
Education and Certifications: Level of education attained, including specialized certifications, credentials, completed apprenticeship programs or advanced training.
Skills: Demonstrated proficiency in relevant skills and competencies.
Geographic Location: Cost of living and market rates for the specific location.
Internal Equity: Compensation is determined in a manner consistent with compensation ranges for similar roles within the organization.
Budget and Grant Funding: Departmental budgets and any grant funding associated with the job position may impact the pay that can be offered.


Some jobs may also be eligible for performance-based incentives, bonuses, or commissions not reflected in the starting rate. Certain positions may also be eligible for shift differentials for work performed on evening, night, or weekend shifts.

In addition to our compensation for full-time and part-time (20+ hours/week) job positions, HMH offers a comprehensive benefits package, including health, dental, vision, paid leave, tuition reimbursement, and retirement benefits.