HRIS & Payroll Manager

Position Purpose

The HRIS & Payroll Manager under the administrative direction of the Director of Talent Acquisition, Classification and Compensation, is responsible for the day-to-day operations and coordination of payroll and HRIS functions for the university. This role ensures the timely and accurate processing of payroll for all employee groups, in compliance with federal and state laws, collective bargaining agreements, and CSU policies and procedures. The role serves as a key liaison with the State Controller's Office (SCO), Chancellor's Office, Human Resources, Faculty Affairs, and other internal and external stakeholders on all payroll-related matters.

Duties & Responsibilities

• Coordinate and oversee the end-to-end processing of payroll transactions for all employee groups, ensuring accuracy, timeliness, and compliance with applicable policies and regulations.
• Manage payroll actions including appointments, status changes, leaves, promotions, separations, retirements, settlements, and related transactions.
• Review and resolve complex payroll issues.
• Oversee and administer pay adjustments such as garnishments, docks, retroactive pay, and other compensation corrections.
• Maintain and audit attendance data using the Absence Management system.
• Provide guidance and serve as escalation point to staff processing employment verification requests to ensure accuracy, consistency, and compliance with applicable policies and procedures.
• Oversee and administer loan forgiveness program requests, including the review, processing, and certification of employment information to ensure accuracy, timeliness and compliance with program requirements.
• Reconcile payroll-related financial records, including revolving fund accounts, receivables, and retroactivity reports.
• Analyze and resolve accounts receivable issues, including causes of overpayment/errors and follow up with timely communication.
• Develop and maintain the annual payroll calendar.
• Coverage student payroll processes with relevant departments to ensure accuracy and compliance.
• Support the development and implementation of policies and procedures to enhance efficiency and compliance.
• Support campus operations through sound fiscal practices, effective customer service, and the coordination of HRIS and payroll systems and business processes.

HRIS Systems & Data Management

• Support administration of CHRS and payroll systems to ensure data integrity, functionality, and system performance.
• Test and implement system updates, enhancements, and fixes; maintain table setups and configurations.
• Serve as system security administrator for payroll-related platforms and tools including managing authorization records for payroll certifications and check distribution.
• Establish and support functional requirements, testing protocols, and data validation standards for system updates, patches, and new functionality.
• Generate and analyze reports using campus and systemwide data tools to support operations and decision-making.
• Oversee the entry and maintenance of employee data in CHRS, ensuring compliance with applicable policies, procedures, and collective bargaining unit agreements, prior to PIMS entry.
• Collaborate with Faculty Affairs to ensure entry of faculty employment data is accurate through auditing and reporting.
• Maintain employee data information and ensure data integrity between CHRS and PIMS.
• Support maintenance of HR systems, (i.e., PeopleSoft, PageUp, ADP, and PIMS) including security, upgrades, and testing.
• Recommend process improvements and assist in the implementation of procedures related to HRIS functions.
• Coordinate with Information Technology, systemwide offices, and external vendors to resolve system issues and implement enhancements.
• Ensure HRIS services goals align with and support the overall mission of the university.

Compliance, Auditing, & Data Integrity

• Ensure payroll operations comply with federal and state wage and tax laws, CSU policies, and collective bargaining agreements.
• Interpret and apply policies, regulations, collective bargaining agreements, and technical directives governing payroll operations.
• Identify and resolve payroll discrepancies through research, analysis, and collaboration with Human Resources, Faculty Affairs, and external agencies.
• Oversee data clean up across HR systems to maintain data integrity (i.e. CHRS, PageUp, ADP, and PIMS).
• Anticipate payroll and system impacts resulting from changes in union contracts and regulatory requirements; recommend operational adjustments.
• Perform internal audits to identify and resolve discrepancies, strengthen controls, ensure compliance with policies and regulations, and improve overall accuracy and efficiency.
• Serve as the primary campus contact for CHRS and payroll-related inquiries, training, testing, and procedural updates from the State Controller's Office and other regulatory bodies.
• Serve as the designated HR/payroll representative for internal and external audits involving payroll records and processes.
• Support identification of reporting and analytical data needs.

Staff Supervision & Leadership

• Lead and supervise assigned staff by providing direction, managing workloads, reviewing work, and assigning priorities.
• Participate in the recruitment, hiring, and onboarding of new staff. Provide ongoing training and professional development opportunities to enhance staff skills and knowledge.
• Conduct performance evaluations, provide feedback, and recognize contributions.
• Collaborate with team members to establish goals and objectives in alignment with departmental priorities.
• Address and resolve conflicts and mediate issues within the team and between stakeholders, in coordination with the Director as needed.
• Support the implementation of systemwide initiatives or regulatory changes impacting payroll and HR operations.
• Identify and contribute to the development and refinement of operational procedures and workflow improvements.

Required Qualifications

• Equivalent to a Bachelor's degree from an accredited college or university in human resources, public administration, business administration, accounting, finance, or a related field.
• Minimum of three (3) years of progressively responsible experience in payroll and personnel transaction processing, including one (1) year in a lead or supervisory role.