Payroll Manager
LEONI Wiring Systems
Total years of experience :18 years, 11 Months
PAYROLL PROCESS...
1. Oversee and direct payroll procedures.
2. Validating the payments’ details and Supervising the payments
deadlines through the banks.
3. Develop systems to process payroll account transactions (e.g.
salaries, benefits, garnishments, deductions, taxes and third-party
payments)
4. Oversee processing of payroll changes (e.g. new hires,
terminations, raises) and system upgrades.
5. Maintain accurate records and prepare month end reports.
6. Maintain the payroll system to ensure maximum efficiency
7. Ensure compliance with applicable laws.
8. Liaise with auditors and manage payroll tax audits and supervising
the annual reconciliation.
TIME MANAGEMENT...
1. Watching & validating the system day-to-day entries to solve
conflicts and fulfil the missing data if any.
2. Review the supported documents in-case of any deviations.
3. Implement/maintain the policies and work instructions that
improve the efficiency.
4. Liaising with the production and planning teams to update the work
schedules/overtime provisions on the weekly basis.
TEAM BUILDING...
1. Supervise and coach payroll clerks/roster officers and assistants
achieving the targets.
2. Collaborate with Human Resources and accounting teams.
3. Supervise the relation with the payroll Bank and maintain the process to ensure high quality.
Consulting with internal business partners, such as department heads and management, to assess benefits, compensation and compliance needs.
Research and make recommendations on retirement and insurance plans.
Administering the actual wages that people receive, manage the endowment of pensions, health insurance, annual bonuses, commission payments, company cars, cycle-to-work schemes and other lifestyle benefits.
Responsible for collecting market data on the gross and net remuneration packages which are offered for employees across the industry and evaluating competitors compensation and benefits packages,
Responsible for making sure that the compensation packages for employees with the same level of experience and responsibilities are on a par, particularly in instances where no quantitative performance criteria have been set, then to advise on salary increase requests.
creating policies and procedures in order to Improve recruitment and retention.
Designing, developing, implementing and managing salary, bonus and benefits packages for the security staff to ensure compliance and data integrity.
managing third-party HR vendor resources such as brokers and consultants.
responsible for accurate data collection and analysis, as well as maintaining accurate employee records.
Forecast budget for salary increases.
Coordinate and supervise the work activities of specialists and support staff.
Ensure that pay and benefits plans comply with local labor law.
Directly Reported to HR Director.
Compliance to local statutory employment terms in T&A and payroll system.
Labour training and Labour workshops.
Working with Operations to establish most optimal and appropriate standard Roster pattern.
Ensure KPI report are available and users are able to produce the reports as Efficiency of Deployment.
Ensure minimum standards.
Setup of processes and procedures to comply to standards where not present.
Analysis of attendance process and where not optimal, provide change/implementation advise.
Utilises manpower planning tools to determine recommended headcount for the supportive functions.
Works collaboratively with recruitment & operation team to insure using all alive manpower resources.
Recommend policy changes relating to manpower distribution and the relievers.
maintain the employees databank in daily basis.
Liaising with Contract Admin staff to ensure that the Contract Hours database is updated daily as soon as new/lost business is confirmed.
Liaising with HR to ensure that all new joiners and leavers are entered into the core operating system as soon as they are entered onto the payroll.
Training and organising junior scheduling staff to ensure that a forward schedule for ALL posts is issued at least 7 days prior to each shift, with SOs to be specified by name and rank.
Ensuring that each employee scheduled for duty is correctly qualified for the site and role/responsibilities and that the hourly rate of pay (including overtime where applicable) is no greater than that costed for the site under the contract.
Ensuring that labour shortages or surpluses are identified during the forward scheduling exercise and appropriate requests for hiring/recommendations to redeploy surplus
staff are passed to the Ops Director and HR Manager at least 1 week in advance.
Ensuring that actual attendance is logged daily and compared to the forward schedule to ensure that staffs are conforming to the schedule. Act as the initial approver for changes to the schedule if justified by operational necessity provided that the local guidelines on maximum working hours, overtime and rest days are not breached. Note that this authority may also be delegated to junior schedulers in branches if agreed by the Operations Director.
Ensuring documented handover takes place between off-going and incoming junior schedulers at start and end of each shift.
Covering short notice employee’s absence as cost effectively as possible and updating systems.
Arranging cover for short notice additional work and updating systems.
Producing standard reports as directed to cover the 5 Pillars of DL Management to the Ops and HR Managers on a daily, weekly and monthly basis, along with specific recommendations on manning levels at each branch. Reports may be required at Country, Branch and Site level.
Liaising with the Duty Managers as appropriate.
Taking responsibility and ownership of any query or problem through to resolution.
Compliance to local statutory employment terms in T&A and payroll system
Setting of standards for input, process and controls on Payroll system.
Training of Payroll & Rostering personnel where necessary
Audits
Re-evaluation of standards, processes and procedures regularly to ensure compliance
Measurement of current practices against established standards
Identification of deviations and corrective measures
Setting up of policies and procedures for the Wages and Salaries Clerks.
Audits on decentralised branches.
Analysis of high labour to income ratios and advising of effective solutions to senior and operational management.
Maintain payroll information by designing systems; directing the collection, calculation, and entering of data.
Perform computer software and system upgrades.
Maintain payroll guidelines by writing and updating policies and procedures.
Complete operational requirements by scheduling and assigning employees; following up on work result.
Performance appraisals for the Wages and Salaries Clerks.
Update payroll records by reviewing and approving changes in exemptions, insurance coverage, savings deductions, job titles, and department/ division transfers.
Prepare reports by compiling summaries of earnings, taxes, deductions, leave, disability, and nontaxable wages.
Determine payroll liabilities by approving the calculation of employee income and social security taxes, and employer's social security, unemployment, and workers compensation payments.
Maintain payroll staff by recruiting, selecting, orienting, and training newly hired employees.
Maintain payroll staff job results by counselling and disciplining employees; planning, monitoring, and appraising job results.
Maintain employee’s confidence and protects payroll operations by keeping information confidential.
Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
Perform calculation and payment of termination payments
(resignation/retirement/redundancy).
Review time sheets, work charts, wage computation.
Verify attendance, hours worked, and pay adjustments.
Payment and reconciliation of bonus payments.
Calculate payment and reconciliation of payroll tax.
Perform administration, calculation, payment and reconciliation of all superannuation contributions.
Preparation and reconciliation of payment summaries.
Preparation of ad hoc reports as required.
Liaise with HR re staff appointments, terminations, remuneration, conditions of service and other relevant matters to update salaries databank.
Workers compensation co-ordination i.e. process, monitor and file all claims and prepare payments.
Liaison with management and staff regarding all pay enquiries.
Manage Software Development project activities for multiple projects across all project phases, including initiation, planning, execution, monitoring, control and closure.
Work collaboratively with development team, lead architect and the president to determine technical direction and approach to system design and implementation, including both brand products and supporting systems.
Project management, development and support processes to meet the needs of individual (new and/or ongoing) projects.
Manage the day-to-day activities of projects and staff; communicate with project teams as necessary to ensure project deliverables are on schedule and within cost parameters.
Communicate and collaborate with internal and external customers as needed in regards to project deliverables including managing expectations, presenting and interfacing with sponsors.
Make recommendations to management about schedules, prioritization and resource allocation with input from team members.
Provide ongoing project plan/status reporting for use by account managers, clients and management.
Provide input into strategic planning and asset creation processes, manage resource planning and organizational capacity planning
My Graduation project is Hotel's System & i Passed it with Very Good.