Senior Principal Program Manager, Payroll Systems

Job Summary

The Sr. Principal Program Manager, Payroll Systems at QXO will support planning, vendor evaluation, and implementation of readiness for future Oracle Payroll, Workforce Management, Time & Attendance, and Labor Scheduling capabilities. This role will serve as a strategic program leader and trusted partner to Payroll, HR Operations, HRIS, IT, and external implementation partners.

What You Will Do In This Role

• Support the planning, governance, and execution of the Oracle Payroll, Workforce Management, Time & Attendance, and Labor Scheduling implementation.
• Lead an integrated program including design, configuration, integrations, testing, cutover, change readiness, deployment, and stabilization of Oracle Fusion Cloud Payroll and related modules.
• Work with subject matter experts to translate business objectives and processes into clear program scope, business requirements, deliverables, and project plan.
• Manage cross-functional coordination across Payroll, HR Operations, HRIS, IT, Finance, Legal, Compliance, Operations, and external partners.
• Establish and maintain program governance routines, including status reporting, RAID management, issue escalation, decision tracking, dependency management, and executive updates.
• Ensure the program aligns with QXO’s broader HCM Systems Program, HCM roadmap, HR operating model, enterprise architecture, and integration strategy.

Vendor Assessment and Partner Management

• Support vendor and system integrator assessment efforts, including RFP development, evaluation criteria, scoring, demonstrations, interviews, and final recommendations.
• Audit vendor capabilities across Oracle Payroll, Workforce Management, Time & Attendance, Labor Scheduling, integration design, data conversion, testing, deployment, and post-go-live support.
• Hold implementation partners accountable for scope, quality, deliverables, timelines, documentation, knowledge transfer, and adherence to QXO standards.
• Manage day-to-day vendor relationships, including performance tracking, issue resolution, escalation management, and executive-level updates.
• Partner with Procurement, Legal, IT, and business stakeholders to support contract review, statement of work development, and vendor onboarding.

Payroll Systems and Process Expertise

• Advise Payroll and HR leaders on implementation approaches that align with leading practices for Oracle Payroll and QXO’s future-state operating model.
• Understand and help define the end-to-end payroll process, including payroll cycles, pay groups, earnings, deductions, taxes, garnishments, arrears, retro pay, accruals, off-cycle payroll, payroll close, and payroll accounting.
• Identify critical payroll dependencies across Core HR, Workforce Management, Time Attendance, Labor Scheduling, Absence, Finance, Benefits, Tax, and external providers.
• Anticipate payroll design risks and implementation "gotchas," including data quality, time capture, approvals, scheduling rules, labor allocation, pay rules, exception handling, and downstream reporting impacts.

Integrations, Data Flow, and Technical Coordination

• Partner with IT, HRIS, enterprise architecture, and vendor partners to define integration requirements and data movement across systems.
• Understand how data flows from Core HR, scheduling, time and attendance, absence, benefits, finance, and third-party systems into payroll processing and downstream outputs.
• Help document key inputs, outputs, source systems, target systems, transformation logic, ownership, timing, error handling, and reconciliation requirements.
• Coordinate integration design discussions for Oracle Payroll and related workforce systems, including inbound and outbound interfaces.
• Work with vendor partners and subject matter experts to ensure integration requirements support payroll accuracy, compliance, auditability, reconciliation, and operational support needs.
• Partner with technical teams to manage integration dependencies, testing readiness, defect resolution, cutover activities, and post-go-live support.

Stakeholder Partnership and Change Readiness

• Serve as a primary liaison between Payroll leadership, HR Operations, HRIS, IT, Finance, Operations, and vendor partners.
• Facilitate working sessions to gather requirements, validate design decisions, resolve open questions, and drive alignment across stakeholder groups.
• Help stakeholders understand tradeoffs between customization, configuration, process change, integration complexity, and long-term supportability.
• Partner with change management and training teams to ensure impacted users understand new processes, roles, controls, and system capabilities.
• Support readiness activities, including stakeholder communications, business process documentation, testing coordination, cutover planning, and hypercare preparation.