Manager of Payroll/Compensation

Job DetailsLevel ExperiencedJob Location xDes Moines Corporate Office – Des Moines, IADescription

At BH Management Services, we are committed to creating value. We acquire, improve and manage apartment communities, and our success in this endeavor is evidenced by our growth from a start-up firm in 1993 to one of the largest multi-family management companies in the nation. BH understands that great customer service is what keeps residents satisfied, and that great service comes from engaged, happy and well-trained team members. In 2018 and 2017, BH was ranked as one of FORTUNE magazine and Great Place to Work s “Best Workplaces for Women.” BH was also ranked in 2018 and 2020 as one of the “Best Workplaces for Millennials. In addition, in 2019, BH was named to the 100 Best Workplaces for Diversity. We continue to recognize that we are only as strong as each individual employee and we value our employees by providing a strong benefit package:

• 3 Weeks of Paid Time Off
• Medical/ Dental/ Vision
• 401(k) + company match
• Birthday Paid Day Off
• BH Gives Back (Paid Volunteer Time Off)
• 12 Paid Holidays
• BH Paid Leave
• Sabbatical
• Education Reimbursement
• Employee Assistance Program

Job Summary

The Payroll/ Compensation Manager is responsible for managing all payroll processes and systems to ensure efficient and accurate delivery of the organization s payroll. The incumbent is required to maintain strong internal controls and confidentiality of private information to remain compliant with appropriate legislation and regulatory requirements. The incumbent will manage market data research including participating in salary surveys and tracking data.

Main Responsibilities

Accountability

Outcome

Ensures the payroll system is functioning properly, which includes resolving system issues, managing system upgrades, maintaining data integrity standards, and managing the vendor relationship.

Payroll is delivered according to established service-level agreements.

Manages payroll processes and conducts regular reviews to recommend improvements to the Director of Compensation and Benefits.

Payroll delivery continues to improve and become more efficient.

Develops standard and custom reports for the purpose of payroll data analysis to stakeholders, both internal and external.

Compliance with financial, legal, audit, and/or administrative reporting requirements.

Establishes controls to maintain compliance with employment legislation and regulatory guidelines. Remains current with regulatory changes and the impact on payroll processes, preparing the payroll team for any changes.

Up-to-date compliance with appropriate legislation and regulatory requirements.

Conducts payroll data quality audits and investigates discrepancies with appropriate stakeholders. Maintains confidentiality of sensitive data.

Payroll data is accurate, complete, and secure.

Manges compensation reviews for market data. Assisting team with salary survey participation and data results tracking. Including strategy development for pay practices.

Manages the reconciliation process, both for each pay period and year-end.

Data inputted into the payroll system is correct, resulting in minimal discrepancies and corrections required.

Manages a team of payroll specialists. Provides feedback and coaching and conducts performance reviews and additional people management activities. Works with the talent acquisition team on hiring efforts.

Effective people management of the team, resulting in efficient operations of the payroll function.

Job Requirements

Required Qualifications

Preferred Qualifications

Competencies

Candidates must perform at the appropriate proficiency level for the organization s core competencies and leadership competencies (if applicable). Please refer to the competency framework.

Functional Competency

Level of Proficiency

Behavioral Description

Customer Focus

Level 2

• Applies knowledge about the customer to inform decision making and problem solving.
• Strives to provide additional value to the customer experience.
• Actively solicits internal and external customer feedback in order to improve business relationships.
• Suggests ways to improve the customer experience.
• Collaborates with colleagues to deliver high-quality service.

Technology Enablement

Level 3

• Manages relations with vendors who are supporting HR on more demanding or organizationally comprehensive initiatives.
• Evaluates HR vendors, ensuring examination of the strengths and weaknesses.
• Examines outsourcing options for different initiatives and thoroughly analyzes the impacts this would have on employees and the workplace environment.
• Increases technology usage by improving processes and providing training and development opportunities for others.
• Acts as an advocate for HR technology on the HR team.
• Recognizes gaps in current technology resources and identifies solutions.

Business and Financial Acumen

Level 2

• Is knowledgeable regarding most business practices and processes.
• Is literate in business language and comfortable communicating about all facets of the business.
• Makes recommendations that support organizational goals.
• Makes decisions that drive people capabilities to the organization s advantage.
• Clearly communicates using financial metrics and concepts when making the case for new projects/initiatives.

Data Literacy

Level 2

• Identifies and leverages relevant data when making decisions, providing recommendations, or analyzing organizational issues.
• Interprets metrics and data visualizations (using understanding of basic statistics) to identify patterns and extract insight where possible.
• Follows established processes when inputting or working with data in HR systems to ensure proper data quality.
• Uses effective storytelling to communicate results of data analysis and influence business decisions.

Problem Solving and Decision Making

Level 2

• Seeks information and input to fully understand the cause of problems.
• Takes action to remove obstacles and address problems before they impact performance and results.
• Initiates the evaluation of possible solutions to problems.
• Makes effective decisions about work task prioritization.
• Appropriately assesses risks before making a decision.
• Effectively navigates through ambiguity, using multiple data points to analyze issues and identify trends.
• Does not jump to conclusions.
• Draws logical conclusions and provides opinions and recommendations with confidence.
• Takes ownership over decisions and their consequences.

Other

• Normal payroll activities may require working outside of standard business hours (9:00am-5:00pm).
• Knowledge of appropriate legislative and regulatory requirements.

BH/B.HOM fosters the diverse voices of our community by advocating for inclusivity, celebrating our differences, and continually evolving our practice to make BH/B.HOM a better place to work and live.