People Operations Lead

Scope and Purpose of Position:

The People Operations Lead is responsible for ensuring accurate and timely payroll operations using Dayforce and in partnership with a third‑party payroll processing provider. The third‑party partner processes payroll and files all payroll tax returns, while the People Operations Lead maintain oversight, reconciles payroll and tax data, validates accuracy, and manages reporting. This role ensures compliance, supports Finance with GL activities, and delivers high quality employee experience.

Essential Functions:

Payroll Operations

• Serve as the primary liaison between the organization and the third-party payroll processor, ensuring accurate and timely payroll runs.
• Prepare and validate payroll data in Dayforce, including compensation changes, hours, PTO, bonuses, commissions, retroactive adjustments, and deductions.
• Ensure complete and error free transmission of payroll data to the processing vendor.
• Review and approve payroll previews from the vendor before finalization.
• Coordinate off cycle payrolls through the third-party processor when needed.
• Conduct pre and post payroll audits to verify earnings, taxes, garnishments, and net pay calculations.

Tax Coordination

• Oversee all payroll tax activities conducted by the third-party tax filing vendor, including federal, state, and local filings.
• Register and maintain accounts with federal, state, and local tax agencies across jurisdictions.
• Ensure accurate setup of SUI/SUTA, SIT, local taxes, and reciprocity.
• Verify the accuracy of all tax setups in Dayforce and the vendor’s system (SUTA, SIT, local taxes).
• Reconcile tax liabilities to payroll registers each pay cycle and approve funding requests.
• Review quarterly and annual reports (941, 940, state withholding, SUTA, W 2/W 2c).
• Research and resolve tax notices with the third-party vendor; ensure timely closure of any discrepancies.
• Maintain compliance with IRS, DOL, and state/local payroll regulations.

Reporting & Financial Support

• Prepare payroll reports, analytics, and metrics for HR, Finance, and leadership.
• Support Finance with payroll journal entries, GL mapping, and monthly reconciliations.
• Provide labor cost and headcount reporting, overtime analysis, and accrual support.
• Maintain payroll documentation for internal/external audits.

Compliance, Controls & Improvement

• Maintain payroll procedures, calendars, and internal controls documentation.
• Ensure SOX/internally required controls are completed, documented, and audit ready.
• Identify and implement process improvements within Dayforce and the third-party workflow.
• Stay informed of wage and hour law changes and ensure system updates and process changes are implemented.
• Employee Support
• Act as Tier 2/Tier 3 expert for payroll and tax questions.
• Educate employees on pay, deductions, and tax form interpretation (W 4, W 2).
• Partner with People, Benefits, and Compensation teams to ensure accurate processing of benefit related deductions and pay adjustments.

Compensation

• Complete annual and ad‑hoc compensation surveys; analyze market data and internal benchmarks.

• Review and evaluate job descriptions to ensure alignment with job architecture, internal equity, and external market positioning.

• Support the administration and analysis merit and incentive programs, including funding analysis, payout validation, and documentation.
• Assist with incentive programs, including eligibility tracking, award analysis, and coordination with Finance and Legal.

• Support the administration and analysis of merit, sales compensation and incentive plans, including commissions and bonus programs.

• . Support compensation system administration and data integrity within HRIS and related tools.

Governance, Compliance & Audit

• Audit compensation programs, plans, and payouts to ensure accuracy, consistency, and compliance with internal policies and external regulations.
• Support internal and external compensation audits, including documentation and control reviews.
• Ensure compensation practices align with pay equity standards and governance guidelines.
• Maintain compensation plan documentation, guidelines, and process controls.

• Other duties as assigned.

Experience, Education, and Certifications/Licenses:

Competencies:

·       Accuracy & Compliance: Zero‑defect mindset; understands regulatory nuance.

·       Vendor Management: Clear SLAs, escalations, and accountability with the payroll provider.

·       Analytical Rigor: Turns data into insights; proactive variance detection.

·       Process Excellence: Standardizes, documents, and automates.

·       Communication & Service: Empathetic, clear, and responsive with employees and stakeholders.

·       Integrity & Confidentiality: Handles sensitive information with discretion.