DS Sr Mgr Global Payroll Process

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Job Function:

Finance

Job Sub Function:

Finance Business Partners

Job Category:

People Leader

All Job Posting Locations:

New Brunswick, New Jersey, United States of America, Raynham, Massachusetts, United States of America

Job Description:

DePuy Synthes is recruiting for a DS Sr Mgr Global Payroll Process, located in Raynham, MA or New Brunswick, NJ.

We are seeking a strategic and results-oriented Senior Manager – Global Payroll and Time and Attendance Process and Vendor Governance to join our Global Payroll organization.  The position is located in either New Brunswick, New Jersey or Raynham, Massachusetts.  This role will be instrumental in overseeing Payroll and Time & Attendance processes, vendor governance, and risk management activities to help ensure the quality and integrity of data across the enterprise.  The ideal candidate will have extensive experience in Payroll and T&A process, risk management, and compliance.   The candidate is required to display strong leadership skills and the ability to influence and communicate effectively with senior executives. The individual will also manage the payroll project portfolio – which is a strategic mix of payroll-related projects (e.g., system implementations, process improvements, regulatory upgrades) across a defined portfolio. The Senior Manager will be responsible for ensuring projects align with business goals, are delivered on time and within budget, and collectively realize measurable benefits for the organization. The role combines portfolio governance, program management, stakeholder engagement, and continuous improvement.

This position is considered a ‘subject matter expert’ in Payroll business process management, equipped with the tools and skillsets to successfully define, oversee, and implement a global standardized service model while considering unique ways of working/localizations per country.    This individual is expected to work with cross-functional business leaders to drive to the new ways of working, ensure regional and country-based process design is in line with established global standards, and to drive training delivery and knowledge transition efforts in coordination with the Change Management and Communications team.      

Key Responsibilities:

1. Financial and HR Data Quality Management:

   - Influence the effective design and execution of processes and controls to ensure the accuracy and integrity of financial data related to employee payments.   Cross-functional collaboration with HR systems that feed Payroll, contributing to overall data governance efforts within the organization.

2. Define Data Ownership Across Functions:

   - Establish clear data ownership structures and responsibilities across Payroll, Total Rewards, and HR functions to promote accountability and data accuracy at the source.

3. Steady State Project and Portfolio Management

- Define the payroll project portfolio vision, objectives, and success criteria.

- Establish and maintain a governance framework (prioritization, stage gates, and decision rights).

- Align the portfolio with broader HR/Finance strategy and regulatory requirements.

- Develop and manage the intake process for new payroll initiatives.

- Evaluate proposals using ROI, risk, complexity, regulatory impact, and strategic fit.

- Maintain a prioritized backlog

- Monitor progress across the portfolio to ensure on-time, within-scope, and within-budget delivery.

- Manage interdependencies, conflicts, and resource constraints between projects.

- Escalate and resolve critical issues that threaten milestone achievement.

- Budget, forecast, and track costs across the portfolio.

- Align spending with headcount plans, benefits programs, and payroll system investments.

- Define, track, and report on realized benefits (cost savings, efficiency gains, compliance improvements).

- Identify and manage portfolio-level risks, including regulatory changes affecting payroll.

- Support audits and ensure audit trails across payroll projects.

- Implement and monitor controls to prevent errors, fraud, and data-security breaches.

- Develop change management strategies for payroll transformations.

- Communicate portfolio status, risks, and benefits to executives, sponsors, and stakeholders.

- Prepare adoption plans, training, and user readiness activities.

- Serve as the primary liaison for executives, HR, Finance, IT, and external vendors/consultants.

- Manage expectations, secure sponsorship, and coordinate cross-functional touchpoints.

- Oversee vendor selection, contract management, SLAs, and performance reviews.

4. Contract management and Financial Support:

   - Monitor financial metrics and compliance to drive operational efficiency.

   - Assess vendor performance and adherence to Service Level Agreements.

   - Ensure contracts are active and in line with requirements.

5. Steady State Change Management

   - Manage global steady state change management intake, advisory board and governance process.

6. Vendor Assessments and SOC Reviews:

   - Collaborate with IT, Payroll operations, and vendors to conduct vendor assessments and SOC reviews.

   - Complete SOX deliverables on time and identify/work to remediate any issues identified through a Corrective Action Plan.

   -Ensure Complementary User Entity Controls (CUECs) owned by DPS designed and operating effectively.

7. Audit and Advisory Support:

   - Coordinate and support Payroll audits, ensuring preparation of necessary documentation and timely responses to auditor inquiries.

   -Liaison between Payroll and internal/external audit groups to ensure timely processing of requests, clear understanding of processes, risk and impact assessments of issues identified, and comprehensive corrective action plans established.

8. Process Deep Dives:

   - Serve as lead point of contact between the Global Process Team and the Country Payroll teams to transform and scale local processes into the global standard model. 

   - Conduct comprehensive analyses of key Payroll related processes (e.g., severance, sales commissions, operational transaction processes) per risk assessment to identify risks and areas for improvement.

   - Recommend and implement strategic enhancements to optimize operational efficiency.

    -Lead Root Cause Analysis sessions when issues arise and develop new and improved controls to prevent issues from reoccurring.

    - Use qualitative and quantitative data from knowledge management, quality evaluations, and surveys, to assess and drive training improvement.

9. User Access Management SME

   -Lead Identity and Access Management efforts to ensure access to Payroll systems following the IDMS workflow (enterprise Payroll production L drive, ADP Globalview, eTime, WFM) is appropriate and follows the established process.

10. Training and end user readiness

   - Develop training content and materials

   - Conduct training sessions on Payroll and T&A processes where required

   - Translate tasks/activities into meaningful training content and knowledge transition deliverables reflecting new ways of working.

11. Resource planning & talent development

- Allocate human and technical resources across projects; balance load and skill requirements.

- Identify capability gaps and support training/development for PMs, analysts, and payroll specialists.

- Foster a culture of collaboration, accountability, and continuous improvement.

12. Data governance, quality & reporting

- Ensure data integrity, privacy, and security across payroll systems and migrations.

- Create and maintain dashboards, KPIs, and portfolio reports for leadership.

- Standardize reporting templates.

13. Quality assurance & testing governance

- Define testing strategies (including UAT, data migration validation, and integration testing).

14. Process standardization & automation

- Champion standard PMO processes, templates, and playbooks for payroll initiatives.

- Identify opportunities for automation and efficiency gains across the portfolio.

15. Benefits tracking & lessons learned

- Capture and socialize lessons learned; continuously improve the PMO’s maturity.

- Conduct post-implementation reviews to assess realized value and inform future projects.

Key managerial areas

- Strategic Development and Leadership:

    - Assist in developing payroll strategy, aligning financial and operational goals with the organization’s overall objectives.

    - Actively participate or lead payroll projects that impact business operations and outcomes.

    - Provide input and guidance into future state Payroll organization and reporting lines.

- Complex Issue Management:

    - Utilize independent judgment and decision-making capabilities to tackle complex financial, payroll and compliance issues, impacting the operational results of the business unit.

- Advisory Role to Senior Leadership:

    - Provide expert financial & compliance advice, analysis, and guidance to senior leadership on critical projects, leveraging broad industry knowledge to influence strategic decisions.

- Team Management:

    - Manage teams of managers and professionals, fostering a collaborative environment and ensuring the team's alignment with strategic objectives.

    - Recruit, coach, inspire, and develop a high performing team ensuring that team members are resourced to do their best work.

Qualifications:

- Bachelor’s degree in Finance, Accounting, Business Administration or a related field.

- 7+ years of progressive responsibilities and experience in Finance, Payroll, and/or Compliance with a focus on governance, data quality, and process.

- Proven experience in leading major projects and global teams

- Strong understanding of Payroll and Time and Attendance risk control frameworks is required.  HR, Contact Center knowledge/experience preferred.

- Excellent communication and influencing skills, with interaction with senior executives.

- Strong analytical and problem-solving skills, with the ability to navigate complex financial issues.

- Broad industry knowledge within MedTech and Innovative Medicine sectors.

- Experience managing global teams effectively, fostering a culture of excellence and accountability.

- Experience working with senior leaders and interacting with cross-functional teams across multiple levels of an organization is required.

- Exceptional writing and communication skills. The ability to understand target audiences and translate complex concepts into clear and concise messages is required.

- Ability to thrive in fast-paced environments by being flexible, collaborative, and deadline driven is required.

Other

The position requires working with Global teams in NA, EMEA, LATAM and ASPAC time zones and approximately up to 25% travel may be required (domestic and/or international).

Required Skills:

 

 

Preferred Skills:

Budget Management, Data Quality, Developing Others, Execution Focus, Expense Controls, Financial Analysis, Financial Forecasting, Financial Reports, Financial Risk Management (FRM), Inclusive Leadership, Internal Controls, Leadership, Program Management, Risk Management, Sarbanes-Oxley Compliance, Succession Planning, Tactical Planning, Vendor Management

 

 

The anticipated base pay range for this position is :

122,000.00 - 245,000.00 USD Annual

Additional Description for Pay Transparency:

Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)). Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits: • Vacation –120 hours per calendar year • Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year • Holiday pay, including Floating Holidays –13 days per calendar year • Work, Personal and Family Time - up to 40 hours per calendar year • Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child • Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year • Caregiver Leave – 80 hours in a 52-week rolling period10 days • Volunteer Leave – 32 hours per calendar year • Military Spouse Time-Off – 80 hours per calendar year For additional general information on Company benefits, please go to: - https://www.careers.jnj.com/employee-benefits