$7,500.00 SIGN-ON BONUS AVAILABLE

Job Summary

Responsible for supervising payroll personnel to ensure proper processing and generation of company payroll, PTO sellback, overtime, severance and relocation.

Essential Job Functions

• Articulate compelling program direction and translate direction into goals.
• Model and exemplify the Leadership Pledge in a consistent and proactive manner.
• Lead change in a complex healthcare environment.
• Align department with strategy map and continually work to implement drivers in support of Excela Health’s mission and vision.
• Act promptly to resolve problems and initiate better ways of doing things by acting as a catalyst for change.
• Implement at least one process improvement initiative for department on an annual basis.
• Investigate root case analysis of recurring problems and take appropriate action.
• Tie contributions to bigger goals while influencing and persuading others by building commitment among diverse groups.
• Demonstrate ability to eliminate silos by modeling actions and setting example and influence others to think and act as a unified health system.
• Challenge oneself to a higher level of performance by taking responsibility for professional growth and development.
• Promote Excela Health through participation in one community outreach or educational event per year.
• Hold self and others accountable and take responsibility for outcomes.
• Establish and maintain a safe working environment and assure staff complies with safety, environmental, and infection control guidelines.
• Equitably apply policies and procedures by issuing corrective action in a fair and consistent manner.
• Demonstrate expectation of confidentiality by continually encouraging staff to keep private information confidential and share information on a need to know basis.
• Assess customer’s needs, exceed customer expectations, and consider customers in decision making to improve customer satisfaction.
• Perform in accordance with Excela Health’s behavioral standards in support of the mission, vision, and values.
• Actively and positively promote the Respect and Recognition initiatives by supporting staff participation in committee membership, activities, and projects.
• Analyze issues before acting, generate creative ideas, detect patterns and connections, and break down complex problems.
• Practice participatory leadership by involving staff in decision-making and problem solving.
• Act on most urgent tasks, leverage available resources, review own workload, implement workable systems, and provide clear direction.
• Provide constructive feedback to help others improve performance and articulate areas of deficiency.
• Provide opportunities for staff to actively provide input into decision-making process.
• Update stakeholders on project progress.
• Facilitate open communication, diffuse sources of conflict, demonstrate respect for others, and diplomatically negotiate solutions.
• Facilitate teamwork through coaching and mentoring staff.

Specialty Job Functions

• Manage and oversee time and attendance system.
  • Audit reports and time cards to verify all benefit and compensation policies are applied correctly and consistently.
  • Audit and test system for accuracy to ensure compliance of policies.
  • Test all upgrades or rule changes thoroughly in the system prior to implementation.
• Maintain and oversee strict confidentiality of all payroll information.
  • Responsible for proper disposal of any confidential information.
  • Ensure all employee information including salary information is kept confidential.
• Manage and oversee payroll system for organization.
  • Manage the interfaces from time and attendance into the payroll system.
  • Manage the calculation process of payroll, following all balancing procedures to ensure accuracy.
  • Process payroll checks and direct deposits for designated entities and submit to financial institutions.
  • Follow all established audit controls for payroll processes.
  • Manage processing of all special pay such as PTO sell back, CAP program and recruitment bonuses etc.
  • Provide on-demand reports for management team of organization.
  • Provide monthly reports to Finance/Budget Dept.
• Maintain and oversee all functionality of tax related functions pertaining to quarterly and year end filing requirements within required deadlines.
  • Prepare federal and state tax deposits each pay period within required deadlines.
  • Prepare quarterly reports for 941, state, unemployment, occupation tax and all localities within required deadlines.
  • Prepare year end W2 reporting requirements within required deadlines.
  • Prepare required documents or correspondence for workers compensation, bank loans, domestic relations, PHEAA and unemployment.
  • Ensure tax changes or updates are implemented within required deadlines.
• Participates and facilitates management decisions to revise human resource policies.
  • Educates employees and managers on revised or new policies that affect employee's pay.
  • Create training material for all new manager/supervisors and employees with regards to time and attendance and UKG.
  • Makes all system changes required for revised or new policies that affect employee's pay.
  • Ensures consistency of applied policy and procedures across the organization.
• Interact with human resources and information technology to coordinate related payroll information and oversee resolutions to system needs or deficiencies.
  • Work as an integral team member with human resources on designated projects as it relates to payroll.
  • Analyzes current processes and changes in processes to achieve best practices and gain efficiencies.
  • Incorporates change and supports the team in facilitating change processes in conjunction with the human resources team.
  • Works with human resources as needed on special projects and day to day operations.
  • Work with information technology on issues, system updates, upgrades and testing to ensure accuracy and integrity.
• Facilitate the resolution of employee inquiries, problems and discrepancies related to payroll to ensure a timely resolution.
  • Educate and train new managers or timekeepers in the time and attendance employee verification of time, edits and approval process.
• Oversee the cross training with payroll staff.
  • Maintains competency to complete payroll functions of other entities as designated to cover for PTO.
  • Completes all functions of payroll in the absence of other payroll employee for those designated entities.
• Keep appraised of FLSA, federal and state tax law changes and policy changes as it pertains to payroll and works with vendors to be compliant within designated deadline of changes.
  • Manages policy changes and audits payroll rules to know where changes need to be made and facilitates the changes required with vendors as it pertains to payroll.
  • Helps to ensure that pay practices meet FLSA laws.
• Other duties as assigned.

Required Qualifications

• Associate degree in Accounting, Business Administration or related field.
• Three (3) to five (5) years of payroll related functions and at least two (2) years management experience.
• Strong leadership ability, good organizational skills, independent and critical thinking skills, sound judgment.
• Strong ability to communicate complex and/or controversial topics and concepts to a wide and diverse audience.

• Knowledge of basic Office Equipment such as copier, fax machine, etc.
• Proficiency in Microsoft Office including Outlook, Excel Spreadsheet, Power Point.

Preferred Qualifications

• Bachelor’s Degree in Accounting, Human Resources, or related field.
• CPP certification.
• Previous related healthcare experience.
• UKG/API experience.

License, Certification & Clearances

• Act 34-PA Criminal Record Check from the PA State Police system.

Supervisory Responsibilities

• This position has direct supervisory responsibilities and serves as a coach and mentor for other positions in the department.
• Management responsibilities include hiring, coaching, skills development, recognition and rewards, staff productivity and performance management.

Position Type/Expected Hours of Work

• Incumbent will be scheduled based on operational need (rotate shifts, standby, on-call, etc.).
• Travel may be expected locally between Excela Health locations.

LEAN

• Actively promotes a Lean work culture by performing team member duties to encourage consistent use of LEAN principles and processes, including continually seeking work process improvements. Recognizes the necessity of taking ownership of one’s own motivation, morale, performance and professional development. Strives for behavior consistent with being committed to Excela’s missions, vision and values.

AAP/EEO

• Excela Health is an Equal Opportunity Employer. It is the policy of Excela Health to prohibit discrimination of any type and to afford equal employment opportunities to employees and applicants, without regard to race, color, religion, sex, national origin, age, marital status, non-job related disability, veteran status, or genetic information, or any other protected class. Excela Health will conform to the spirit as well as the letter of all applicable laws and regulations.
• Ability to perform the Essential Functions listed on the Physical Conditions and ability to perform the Essential Functions on the Working Condition chart below.

Work Environment

Effective March 2020 or during pandemic: goggles, face shield and mask are required according to CDC guidelines

Physical Demands

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Behaviors

• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)