Senior Specialist, HRMS and Payroll

We need to output HTML fragment only, with sections using

for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. The posting includes "About The Role" (they used "About The Role") then "How You Contribute" (which is responsibilities). Then "What You Bring To The Table" (requirements/qualifications/skills). No explicit Benefits, Pay, Schedule sections. There's mention of remote-first, occasional onsite, but not explicit schedule. No benefits listed. No pay. So we should not create those sections. We need to preserve all substantive info, but we can omit boilerplate like EEO etc. The posting includes many paragraphs; we need to extract content for sections. We need to decide headings: "About the role" (maybe exactly as given). Under that we put the paragraph(s) describing the role: "By joining the National Student Clearinghouse..." Actually that is more about organization. The "About The Role" heading appears after that paragraph. The content under that heading: "The Senior Specialist, HRMS & Payroll is responsible for the administration, optimization, and continuous improvement of the organization’s Human Resource Management Systems (HRMS), time and attendance, payroll processes, HR data administration, compliance and reporting. ..." We'll include that paragraph(s) until next heading "How You Contribute". So we can put that in

. Then "How You Contribute" corresponds to responsibilities. We'll put that as

Responsibilities

(or maybe "How You Contribute" but instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should map: About the role -> About the role; Responsibilities -> How You Contribute; Requirements -> What You Bring To The Table (maybe split into Requirements, Qualifications, Skills). The posting lists many bullet-like items under "What You Bring To The Table": education, experience, specific expertise areas. We can break into Requirements (education + years experience), Qualifications (specific systems experience), Skills (list of competencies). But we need to avoid thin sections; maybe combine into one Requirements section? However instruction: Prefer a few substantive sections over many thin ones. Could combine all into one "Requirements" section. But they ask to use headings for those categories if content exists. We have content for Requirements (education, experience), Qualifications (systems experience), Skills (list of competencies). Could make three sections; each will be substantive enough? Let's see. Under "What You Bring To The Table": first sentence: Bachelor's degree ... A combination of education and experience including military service will also be considered. Then "6 years of direct and relevant experience administering or supporting HRMS, HCM, HRIS, or similar enterprise human resources systems." Then "Experience with enterprise HR technology platforms such as UKG, Workday, SAP SuccessFactors, Oracle HCM, ADP, Dayforce, or comparable systems, including system configuration, integrations, data management, reporting, upgrades, or process improvements." Then "2 years of experience in payroll processing, audits and reconciliations, payroll controls, and compliance with applicable payroll regulations." Then a list of bullet-like items: HRMS / HR Technology Expertise - Strong knowledge..., Payroll Administration - Working knowledge..., Data Accuracy & Integrity..., Data Analysis & Reporting..., Problem Solving & Critical Thinking..., Process Improvement & Technology Orientation..., Leverage Technology, Tools and Resources..., Compliance & Risk Management..., Communication & Collaboration..., Customer Focus..., Organization & Professional Judgment... Thus we can map: - Requirements: education + years experience (6 years HRMS, 2 years payroll). Could also include degree. - Qualifications: experience with specific platforms (UKG, Workday, etc.) - Skills: the list of competencies. We'll output sections accordingly. We must not repeat job title as heading. No Job ID. We must not include boilerplate like "Reasonable accommodations will be made..." etc. That's substantive? It's about accommodations; maybe we can keep under Responsibilities? It's a generic statement; could be considered boilerplate but it's about accommodations. Might be okay to keep but it's not specific to role. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The accommodations statement is not exactly EEO but could be considered legal boilerplate. Safer to omit. Also "Position may be required to perform other duties as required." is generic; could omit. We need to preserve all substantive information; but we can omit generic filler. Let's craft HTML:

About the role

The Senior Specialist, HRMS & Payroll is responsible for the administration, optimization, and continuous improvement of the organization’s Human Resource Management Systems (HRMS), time and attendance, payroll processes, HR data administration, compliance and reporting. This role will actively stay abreast of the external regular landscape and ensure compliance with applicable federal, state, and local requirements, particularly as it relates to multi-state payroll tax and reporting obligations in a remote-first work environment. Serving as a key liaison between Human Resources, Finance, Legal, IT, and external vendors, the senior specialist will play an integral role in ensuring data accuracy and integrity, system functionality, reporting accuracy and compliance, efficient business processes and scalability and delivering a high level of service and solutions. The Senior Specialist combines strong technical systems expertise with working payroll knowledge, analytical skills and the ability to manage confidential information with discretion to support organizational objectives, drive process improvements, and enhance employee experience. This position reports to the Managing Director, Human Resources in the People Experience Solutions (PES) Division. Currently, this is a remote-first position, and this position may be required to periodically work on-site at our office and the frequency would depend on the department/division's requirements. Therefore, candidates must reside within a reasonable distance to commute to our office when required.

Responsibilities

Demonstrate the Clearinghouse's core competencies: Customer Focus, Optimizes Work Processes, Collaborates, Communicates Effectively, and Be Open and Authentic.

• HRMS Administration and Support: Serve as primary administrator and subject matter expert for the organization’s HRMS and related Total Rewards systems, including payroll, time and attendance, recognition, retirement, and benefits platforms; lead and maintain system configurations, workflows, security roles, business rules, integrations, data feeds, and system access to ensure performance, security, confidentiality, and data integrity; partner with HR, Finance, IT, and vendors to translate and implement business requirements into system enhancements, automation, and process improvements to include configure and setup benefits open enrollment, data feeds and integrations; coordinate system testing, upgrades, patches, implementations, and new functionality; troubleshoot complex system and data issues through resolution, end-to-end; manage HRMS transactions across the employee lifecycle, including hires, job and compensation changes, transfers, leave, organizational changes, and terminations; maintain system documentation, procedures, and controls, and support the evaluation and implementation of integrated workforce management solutions, including actively participating and/or leading in RFPs, systems upgrades and optimization activities, as needed.
• Payroll Administration and Operations: Lead and administer payroll operations to ensure employees are paid accurately and on schedule, coordinating with the third-party payroll provider and other external partners; oversee payroll provider activities and ensure SLAs are met; review and process payroll transactions, including earnings, deductions, benefits, taxes, garnishments, adjustments, and employee status changes; establish payroll quality controls, perform audits and reconciliations to identify and resolve discrepancies before payroll is finalized; maintain accurate payroll records, approvals, and documentation; process and complete required post-payroll activities, including retirement and HSA/FSA contribution processing; partner with Finance to support payroll funding, accounting, reconciliations; process vendor invoices and ensure timely payments are processed, as assigned; work with third-party provider, lead quarterly and year-end payroll activities, including W-2 preparation, reconciliations, reporting, and required filings; monitor regulatory changes and implement necessary compliance updates.
• Time and Attendance: Administer and maintain the time and attendance process and system, including time capture, scheduling, attendance, leave processes, pay rules, and related configurations; reconcile timekeeping data and resolve discrepancies that may affect payroll processing, in partnership with HR, managers, and employees; ensure and support adherence of related policies; monitor compliance with company policies and applicable federal, state, and local wage-and-hour requirements; provide user support, training, job aids, and guidance on timekeeping policies, processes, and system functionality; lead or support time and attendance implementations, upgrades, and optimization efforts to improve functionality, adoption, and efficiency.
• Data Management and Reports: Maintain accurate and timely employee data throughout the employee lifecycle and establish regular audits to ensure data standards and integrity across HR and payroll systems; monitor interfaces, integrations, data feeds, and vendor file exchanges to ensure complete, accurate, and timely data transmission; support data privacy, audit, and control requirements, including internal and external audits related to HR, benefits, payroll, and systems; develop and maintain reports, dashboards, queries, and data exports for HR, Finance, leadership, regulatory requirements, and business decision-making; maintain reporting standards, delivery methodology, and inventory of report repository; and leverage reporting and business intelligence tools to improve workforce insights and decision support.
• Compliance Reporting and Support: Maintain required federal and state employment notices and compliance postings; support annual retirement and health and welfare plan audits, Form 5500 filings, compliance notices, and related documentation, as assigned; prepare, reconcile, and submit required workforce compliance reports, including EEO and VETS reporting and applicable state filings; conduct due diligence for employment in new states in partnership with Legal and Finance, and monitor employee work-location changes for policy, employment, and payroll tax compliance; respond to unemployment information requests and maintain supporting records and documentation.
• Workers Compensation Administration: Administer the organization’s worker’s compensation program and serve as the primary liaison with insurance carriers, brokers, case managers, and other external partners; lead the annual workers’ compensation premium audit, including payroll records, employee classification codes, requested documentation, and audit recordkeeping in partnership with Finance and Legal, as needed; monitor workers’ compensation regulatory requirements and implement process changes needed to maintain compliance; coordinate workplace injury and illness claim intake, documentation, timely reporting, follow-up, and resolution from initiation through closure; adhere to OHSA requirements, as applicable; partner with HR, Benefits, Leave Administrator, and managers on overlapping activities of worker’s compensation with FMLA, ADA, disability leave, return-to-work, and transitional duty matters; monitor vendor performance, service levels, claim trends, and cost-containment opportunities; participate in vendor reviews, renewals, and service evaluations.
• Process Improvement & Training: Evaluate HRMS, time and attendance, payroll processes and implement improvements that increase accuracy, efficiency, automation, data flow, and service quality; develop and maintain standard operating procedures, process documentation, training materials, user guides, and job aids; provide guidance and conduct training to HR colleagues, managers, employees, and business users on HRMS, payroll, and related processes; communicate complex payroll and HRMS information clearly to employees and stakeholders and participate in HR, payroll, HRMS, and organizational projects as assigned; continually explore and implement innovative and optimization solutions, incremental or in larger scale, to allow for scalability, flexibility, improve the employee experience, and support company growth journey.

Requirements

Bachelor's degree in human resources, social sciences, business, or any related field. A combination of education and experience including military service will also be considered. Six years of direct and relevant experience administering or supporting HRMS, HCM, HRIS, or similar enterprise human resources systems. Two years of experience in payroll processing, audits and reconciliations, payroll controls, and compliance with applicable payroll regulations.