Payroll Operations Manager

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include only sections that have real specific content. The posting includes: description about company (intro) maybe "About the role"? Actually there is a paragraph about company and career path. That could be "About the role" or "About the company". The instruction says use headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should map content accordingly. We have sections: - Essential Functions: includes many bullet-like sentences (but not bullet list). We need to convert to

• for any list of duties/requirements/benefits. So we need to split essential functions into list items. - Team Leadership, Training & Development: also list. - Client Service & Retention: list. - Workflow & Operational Accountability: list. - Product, System & Industry Knowledge: list. - Other Responsibilities: list. We could combine all responsibilities under a single "Responsibilities" section with subheadings? But instruction: Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we likely have one

  Responsibilities

  and then
  • for each duty. Could also have separate subheadings but they'd be extra headings not in list; but they said prefer a few substantive sections over many thin ones. So we can combine all duties into one Responsibilities section. Qualifications: we have list of qualifications. Skills: maybe we can extract skills from qualifications (e.g., strong customer service, problem-solving, coaching, organizational, etc.) but we could also put skills under Qualifications. However we have a separate Skills heading possible. The posting includes many skill-like statements within qualifications. We could create a Skills section with those. But we need to avoid thin sections. Perhaps combine Qualifications and Skills into one? But they said we can have Qualifications and Skills separate if content exists. Let's see: Qualifications list includes education, experience, abilities. Skills list includes strong understanding, customer service, problem-solving, coaching, organizational, prioritization, communication, proficiency in MS Office, ability to work with PC/laptop, ability to perform duties, work in team. Those could be considered skills. We could put them under Skills. Benefits: posting mentions benefits package: 21 PTO days, 9 paid holidays, company-paid long-term disability and life insurance, Blue Cross Blue Shield medical, dental, vision, short-term disability, parental leave, flexible spending accounts, 401(k). So we have Benefits. Pay: posting includes anticipated hiring base salary: $90,000-$150,000. So we have Pay. Schedule: not mentioned. So we should not create Schedule section. Also we might have About the role: we have introductory paragraph about company and career path. Could be used as About the role. We must not include boilerplate like visa sponsorship, EEO, etc. Remove those lines. Also remove duplicated lines, navigation, cookie, legal, EEO, scam-warning, application instructions. The posting includes visa sponsorship lines and a paragraph about CRI being nationally recognized etc. Those might be considered boilerplate? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The visa sponsorship lines are not exactly EEO but maybe considered legal? It's about work authorization. Might be considered boilerplate but it's substantive? It's a requirement: Applicants must be authorized to work in the U.S. without need for visa sponsorship. That's a qualification. So we should keep that as part of Qualifications. The later sentence "CRI will not sponsor applicants..." is also a requirement. Keep. The paragraph about CRI being nationally recognized etc. Might be considered boilerplate but it's describing the firm; could be part of About the role/company. Keep maybe. We need to preserve ALL substantive information; do not invent or summarize away detail. So we need to keep all details from essential functions etc. We must not repeat job title as heading. So no

    PAYROLL OPERATIONS MANAGER

    . We need to output only HTML fragment, no /, no markdown fences. Let's craft:

    About the role

    Paywerx, Division of Carr, Riggs & Ingram, provides comprehensive payroll and workforce management solutions for organizations of any size via an easy-to-use and intuitive interface that streamlines communication at every level. At Carr, Riggs & Ingram, your career path is just that—yours. We are strong believers in the notion that your career should adapt to and integrate into your life and not the other way around. We invite you to explore our opportunities and learn how CRI can help you reinvent your career path and shape your future. We are dedicated to uniting your professional passions with your individual personal pursuits, creating an empowered workplace for everyone—from interns and admins to staff accountants and future partners. At CRI, #EverybodyCounts.

    Then Responsibilities: combine all essential functions etc. We need to list each duty as
  • . Let's extract each sentence from the sections. Essential Functions bullet list: - Process client payrolls as needed, particularly for clients requiring additional support or accounts identified as at risk. - Maintain the ability to process all payroll types and client scenarios, including complex payrolls. - Process and provide support for quarter-end (QE) and year-end (YE) payroll processing across all client types. - Process all types of payroll adjustments and serve as a resource for Payroll Consultants requiring assistance with complex adjustments. - Research and resolve wage adjustments, corrections, and related system issues. - Process payroll void requests accurately and timely, ensuring appropriate departments are notified when necessary. - Review payroll processing activity to ensure all scheduled payrolls are completed accurately and within established deadlines. - Ensure daily processing schedules are effectively managed by the team. Team Leadership, Training & Development: - Manage, coach, mentor, and hold Payroll Consultants accountable for their daily responsibilities and performance expectations. - Provide ongoing training and support on payroll adjustments, QE/YE processing, system functionality, and complex payroll situations. - Mentor team members following client escalations or processing errors to identify root causes and prevent recurrence. - Support the development of team members through ongoing coaching, knowledge sharing, and performance feedback. - Identify performance concerns and document and manage them appropriately. - Support team performance standards, development initiatives, and departmental goals. - Assist with statistical and performance reporting for team members. - Foster a culture of accountability, teamwork, continuous learning, and exceptional client service. Client Service & Retention: - Support the team in maintaining a high level of client satisfaction and retention. - Assist Payroll Consultants and clients with payroll-related questions, complex issues, and problem resolution. - Respond to client escalations promptly and professionally, ensuring appropriate resolution and follow-up. - Work directly with clients when additional payroll expertise or intervention is required. - Support clients and Payroll Consultants with payroll add-on products and related functionality. - Provide assistance with technology-related client support questions. - Ensure client termination notices are addressed and resolved timely and that all required workflow steps are completed. - Identify opportunities to improve client experience and reduce recurring issues. Workflow & Operational Accountability: - Ensure the Payroll Consultant ticket dashboard remains current and that tickets are appropriately assigned, addressed, and closed timely. - Monitor daily team workflows and identify outstanding or aging items requiring attention. - Ensure timely assignment of new payroll accounts received from Implementation while maintaining a balanced and manageable workload among Payroll Consultants. - Monitor teamwork and assist with redistribution of work when necessary. - Assist with ongoing departmental problem resolution and process improvement initiatives. - Maintain accurate documentation and visibility into team performance and operational issues. - Ensure applicable errors or process deficiencies are addressed through coaching and follow-up. Product, System & Industry Knowledge: - Maintain strong knowledge of current payroll practices, regulations, procedures, and best practices. - Maintain knowledge of payroll platform functionality, system updates, technology changes, and new product releases. - Serve as a subject matter resource for Payroll Consultants and clients on payroll systems and related products. - Continuously develop technical and payroll knowledge to support the evolving needs of the organization and its clients. Other Responsibilities: - Participate in process improvement initiatives and special projects as assigned. - Collaborate with other departments to resolve client, payroll, tax, technology, and workflow issues. - Perform other duties and responsibilities as assigned by leadership. Now Qualifications: list items. Qualifications list: - High School Diploma or equivalent required; Associate's or Bachelor's degree preferred, or equivalent combination of education and experience. - Minimum of 4 years of Service Bureau Payroll experience. - Minimum of 2 years of experience with a relevant payroll/HCM platform. - Minimum of 1 year in a Lead, Senior, or supervisory role supporting, mentoring, or training employees within a payroll service bureau environment. - Demonstrated ability to independently process complex payrolls and resolve payroll issues. - Strong understanding of payroll processing, payroll adjustments, quarter-end and year-end processing. - Strong customer service and problem-solving skills. - Demonstrated ability to coach, mentor, and hold team members accountable. - Strong organizational skills and attention to detail. - Ability to prioritize multiple deadlines in a fast-paced environment. - Strong written and verbal communication skills. - Proficiency in Microsoft Word, Excel, and Outlook. - Proficient ability to work with a PC/laptop and navigate multiple systems and applications. - Ability to perform each essential duty satisfactorily and work effectively in a team environment. - Applicants must be authorized to work in the U.S. without the need for employment-based visa sponsorship now or in the future. - CRI will not sponsor applicants for U.S. work visa status for this position or future positions (no sponsorship is available for H-1B, L-1, TN, O-1, E-3, H-1B1, F-1, J-1, OPT, CPT or any other employment-based visa). Now Skills: we could extract skill statements from qualifications that are skill-like: Strong understanding of payroll processing, etc. But we already have many skill-like items in qualifications. To avoid duplication, maybe we put skills under Qualifications and not have separate Skills. But the instruction allows Skills section; we could still create it but risk duplication. Better to combine Qualifications and Skills into one section? However they said prefer a few substantive sections over many thin ones. Having both Qualifications and Skills may be thin if we split. Let's decide to have Qualifications section that includes education, experience, and skills. Then we can omit Skills section. Benefits: list. Benefits list: - 21 PTO days - 9 paid holidays - company-paid long-term disability and life insurance - Blue Cross Blue Shield medical insurance - dental coverage - vision coverage - short-term disability coverage - parental leave - flexible spending accounts - 401(k) retirement plan Pay: we have salary range. Pay:

    The anticipated hiring base salary for this role is: $90,000-$150,000. Actual compensation is based on several factors that are unique to each candidate, including but not limited to education, skill set, depth of experience, certifications, and specific work location.

    We should not include Schedule. Now ensure we didn't include boilerplate like "CRI is a nationally recognized accounting and advisory firm..." That paragraph might be considered boilerplate but it's descriptive of the firm; could be part of About the role. We'll keep it maybe after the intro paragraph. Let's include after the intro paragraph a paragraph about CRI being nationally recognized etc. Now ensure we didn't include duplicated lines. There's no duplication. Now produce HTML. We'll wrap sections