- Payroll Controller, Payroll Executive, Payroll Coordinator, Payroll Officer, Payroll Consultant
- £17,000 to £22,500 Per Annum
JOB TITLE: PAYROLL OFFICER PAY BAND: BAND 4 DEPARTMENT/DIVISION: PAYROLL/ CORPORATE BASED AT: UNIVERSITY HOSPITALS BIRMINGHAM, NHSFT, REGENTS COURT, EDGBASTON REPORTS TO: PAYROLL TEAM LEADER PROFESSIONALLY RESPONSIBLE TO: PAYROLL OPERATIONS MANAGER LAST UPDATED: DECEMBER 2015 JOB PURPOSE: To provide an accurate and timely payroll service for our clients To be responsible for a section of weekly and monthly payroll. To process in accordance with statutory and NHS national terms and conditions of employment. KEY WORKING RELATIONSHIPS: Internal: Managers and employees, Finance, HR External: Banks, Building Societies, HMRC, Dept of Works & Pensions, MAIN DUTIES & RESPONSIBILITIES: 1. To manage an allocated section of weekly and monthly payroll ensuring staff are paid accurately and in a timely manner 2. Responsible for the processing of all information received in relation to allocated payrolls, within current and previous pay periods, to include: New starters/leavers. C hanges to contract – hour changes, promotions, demotions. Sickness, Maternity pay, Paternity Pay, Adoption Pay & TIA calculations. Calculation of protections, Acting up Implementation of AEO, student loan, DEO, P45’s etc. Processing of voluntary deductions – e.g. union deductions, GAYE. Calculation of back dated information, and checking on retro run Be able to calculate and apply overpayments to the ESR payroll system, and complete necessary documentation – letter, added to spreadsheet etc. Be able to calculate, raise and recover advances of pay where necessary. Reconcile negative payments and amend on ESR. Extensive knowledge of all NHS terms and conditions and their application to include Agenda for Change, Medical & Dental and Whitley Council; Browsing and checking another section of payroll to comply with audit requirements of secondary checking; Responsible for ensuring correct annotation and scanning of payroll documentation for allocated payroll; Checking of a variety of payroll reports, as directed by the team leader, and to be responsible for the sign off of payrolls for first send processing. This is not an exhaustive list, but an example. 3. Compliance with Local, National and Statutory regulations and have a full understanding how PAYE, NI etc. works in conjunction with the payroll facility. 4. To be able to communicate effectively in person, by telephone or in writing to include confident use of all Microsoft packages. To be able to deal confidently with requests for advice or assistance with queries from employees, colleagues, managers and external agencies including the HMRC. 5. General Payroll Responsibilities – Responsible for timely and accurate input of payroll information into ESR. To build and maintain relationships with colleagues, staff from client organisations, managers and external organisations through effective communication when dealing with requests for advice or assistance, these may be written, verbal or face to face. To assist auditors in locating information and resolving queries as requested by the team leader and Payroll Operations Manager. To ensure audit procedures are adhered to and to audit own workloads To assist in stapling payslip attachments to payslips as required. To draw to the appropriate manager’s attention any need to change or depart from standard operating procedures. To act at all times with department procedures and comply with Trust Standing Financial Instructions and Regulations. The post holder will undertake other duties as may be required to achieve the Trust’s objectives, commensurate with the grading of the post. GENERAL INFORMATION: TRUST VISION AND VALUES The Trust is clear on its vision and values and aims to make sure that they are reflected in all areas of activity. Our vision is simple; To Deliver the Best in Care. Our values apply to every member of staff. They are to treat all with respect, to take personal and team responsibility, to look to improve the way we do things (innovation) and to act with honesty in all we do. TRUST POLICIES AND PROCEDURES The post-holder will be required to comply with all policies and procedures issued by and on behalf of University Hospitals Birmingham. In addition if the post-holder is required to work at other organisations premises they must adhere to the specific policies relating to the premises in which they work. CLINICAL GOVERNANCE & RISK ASSESSMENT The post-holder must be aware of and ensure compliance with the Trust’s Clinical Governance systems and Risk Management systems. CONFIDENTIALITY Your attention is drawn to the confidential nature of information collected within the NHS. The unauthorised use or disclosure of patient or other personal information is a dismissible offence and in the case of computerised information could result in a prosecution for an offence or action for civil damages under the Data Protection Act. DATA PROTECTION If required to do so, the post-holder will obtain, process and/or use information held on a computer in a fair and lawful way; and hold data only for the specified registered purposes and to use or disclose the data only to authorised persons or organisations. EQUAL OPPORTUNITIES AND DIVERSITY* University Hospitals Birmingham is striving towards being an equal opportunities employer. No job applicant or member of staff will be discriminated against on the grounds of race, colour, nationality, ethnic or national origin, religion or belief, age, sex, marital status or on the grounds of disability or sexual preference. Selection for training and development and promotion will be on the basis of an individual’s ability to meet the requirements of the job. University Hospitals Birmingham the post-holder will have personal responsibility to ensure they do not discriminate, harass or bully, or contribute to the discrimination, harassment or bullying of a colleague or colleagues, or condone discrimination, harassment or bullying by others. The post-holder is also required to co-operate with measures introduced to ensure equality of opportunity. HEALTH AND SAFETY * The post-holder must make him/herself aware of the responsibilities placed on them by the Health and Safety at Work Act  to ensure that the agreed safety procedures are carried out to maintain a safe environment for other members of staff and visitors. The post-holder will have at all times a duty to conduct themselves and to undertake their work, in a safe manner, so not to endanger themselves and others around them. Clearly, the degree of such responsibilities carried out by a particular individual will depend on the nature and extent of his/her work. Should any individual feel concerned over the safety aspects if his/her work, it should be brought to the attention of his/her manager/supervisor and/or Trade Union Safety Representative. The post-holder must adhere to the health and safety rules and procedures of the Trust. He/she has a legal duty to use safety devices and equipment provided. All staff will receive a general introduction to health and safety at work as part of their induction. They will also be given advice on fire, security and lifting procedures. FLU PANDEMIC OR MAJOR INCIDENT In the event of a flu pandemic or major incident, the post holder may be asked to undertake other duties not necessarily commensurate to the banding of this role. This could include duties in any part of the hospital. Prior to undertaking any duties, the member of staff will have full training and induction. No member of staff will be asked to undertake duties for which they are not competent or where they feel unsafe in their environment or could put patients or themselves at risk. NO SMOKING POLICY The Trust has a no smoking policy. Staff are only permitted to smoke in designated smoking shelters. Members of staff must not smoke inside any of the Trust’s premises nor in any vehicle used on Trust Business. Members of staff must adhere to the Trust’s Uniform Policy and therefore any uniforms must be covered whilst smoking. PUBLIC SERVICE USER AND CARER INVOLVEMENT Under Section 11 of the Health and Social Care Act we have a duty to involve patients and the public at all levels within the organisation. The post-holder will be required to recognise and value the benefits of listening and responding to patients and recognise that the patients experience is the catalyst for doing things differently to improve the way we deliver services. UNTOWARD INCIDENTS The post-holder must take responsibility for incident and near miss reporting and must ensure they adhere to all departmental policies and procedures. SAFEGUARDING The Trust is committed to safeguarding and promoting the welfare of the adults, young people and children who use the services. All staff have a responsibility to report any identified concerns of abuse or exploitation through the appropriate route in line with the respective policies and procedures. REVIEW OF THE ROLE This job description will be subject to review and amendment, in consultation with the post holder, to meet the changing needs of the service and the organisation. This role profile is designed to identify principal responsibilities. The post holder is required to be flexible in developing the role in accordance with changes within the Trust’s management agenda and priorities. Although this is a list of the key responsibilities of the post it is expected that the post holder and manager will develop and define the detail of the work to be undertaken. The Trust is committed to equal opportunities, providing opportunities for flexible working and is a no smoking organisation.
- Payroll Manager, Payroll Supervisor, Payroll Specialist, Payroll Executive, Payroll Officer
Payroll Specialist – HR & Payroll Service Centre Overall objective of the role The payroll specialist is a Subject Matter Expert whose mission is to provide expert assistance in outsourced payroll services. Duties include managing escalated requests and inquiries requiring a significant level of subject matter expertise in an efficient and effective way, in line with the statement of services and the agreed service levels. This role will also have some people management responsibilities where in a small group of resources will report into. Main Responsibilities The main responsibilities are listed below, HR Support: Works as the first point of contact in the delivery centres for Client HR Representative in a Managed Services delivery model: Handles and tracks incoming calls, e-mails, faxes Handles / Creates tickets in HR Workspace Categorizes and prioritizes queries, requests and issues Works as the first escalation level for Tier 1 agent in a Comprehensive Services Delivery Model Responds to information or enquiry requests requiring a significant level of expertise: Responds to complex HR and labour legislation questions Analyses and solves client’s questions, problems and / or requests efficiently and effectively Produces and supplies regular and on-demand payroll reports and statistical information according to the agreed services (SoS) Processing and Controls: Personnel Administration Data Processing & Controls Personnel Administration data validation Master Data Consistency Check Official Reporting on Personnel Administration Data Garnishments data entry and administration Time Data Processing and Controls Time Data Validation Time Data Consistency Checks Runs Time Data Evaluation and corrects/reports errors Payroll Processing and Controls Pre-Payroll Processes Monitors payroll process Confirms Master data, time & payroll data completeness Escalates legal changes to AMO, tests and ensures implementation in the productive environment Confirms Configuration completeness On-Cycle Payroll Processes Runs Payroll and control results Processes Bank Files Post-Payroll Processes Payslips Posting to accounting Social security reporting Tax reporting Delivery of information to 3rd parties Payroll Activities out of Payroll Process Underpayment management Overpayment management End of Year Activities Ensures SAP Payroll Calendar implementation Generation / Transfer time quotas Reconciliations and legislative reporting Inbound & Outbound Interfaces Administration Monitors interfaces Identifies & communicates systems errors Escalates configuration errors to AMO Sends data entry errors to the client or the HR Service Centre Agent for corrections (depending on the data entry ownership/scope) About Us NGA UKI offers you a unique chance to build a career in a vibrant, agile and growing organisation, with a wide range of opportunities. At NGA UKI, we’re dedicated to our clients, and we operate as a single team striving for excellence and innovation in everything we do. We offer: 25 days holiday which includes 3 days allocated to the Christmas Shutdown Pension, Life Assurance and Private Health Insurance as standard Further, optional flexible benefits that can be tailored to suit your personal circumstances NGA UKI offers you a unique chance to build a career in a vibrant, agile and growing organisation, with a wide range of opportunities. NGA UK & Ireland is a market-leading, Human Resources services provider offering innovative HR business solutions through HR Technology, HR Outsourcing, and HR Consulting. We provide outsourced Payroll and HR Administration services to over 3500 business clients in the UK & I servicing approximately 900k employees. We have 10 domestic Service Centres with 800 employees supported by our deliver centre in Kochi (India) with 500 employees NGA is uniquely positioned to help HR leaders realise the true value of workforce management. We combine a focus on customer value with many years of experience in HR consulting, HR outsourcing and HR technology. This is the core of our business and why we are recognised as a leader in the global HR solutions market. Our Values One Team: Ours is an interactive environment. We celebrate our diversity and recognise the strength of what we can achieve as a united team. Innovation: We are a creative and resourceful organisation. We have a talent for looking at things differently and are passionate about bringing new ideas to life. Speed: Our energy and focus means that we always deliver quality, quickly and efficiently Responsibility: We can count on each other. We personally take responsibility for delivering on our promises. We trust our colleagues to do the same. Excellence: We are committed to excellence. Our internal and external customers are at the heart of everything we do and we strive to over-achieve.
- HR, Recruitment, HR Generalist, HRIS Manager, HR Manager
We have an opportunity for an HRBP with significant change management experience to drive the implementation of the HR strategy across a large operations business The role will see you working closely with the senior leadership team in operations. This role would suit someone who demonstrates confidence and resilience with ability to adapt to changing priorities in a fast past environment. The successful person will also be credible and trustworthy with excellent stakeholder management skills to gain the confidence of internal and external stakeholders. Combine responsibilities for both hands-on transactional HR activity, as well as providing strategic advice and managing HR projects surrounding cultural change. Play an active role within their leadership team, contributing to and influencing the implementation of business and HR process Build and maintain collaborative working relationships with the Centres of Excellence, Employee Consultative Group and OneHR team Champion business change and continuous improvement, leading and embedding business change plans in line with targets and initiatives Participate fully in key people related change decisions, anticipating and effectively dealing with any people issues Play an active role in employee engagement activities Understand local business context, issues and challenges to provide specific advice to Leaders. Deliver HR solutions as appropriate to enhance commercial performance Assist with the management of stakeholder and customer relationships during the bid process Use HR tools, processes and techniques to address local issues Proactively use People MI Reports to identify trends and patterns - bring these to Leadership team’s attention and ensure appropriate actions are taken to address issues early Advise, challenge, coach and support Leaders in their role on people-related processes (e.g. performance management, personal and team development, career path implementation, resource planning and recruitment) Learning and Development: Accurately translate the training needs of their business into requirements for the Centres of Excellence Working with HRBP’s to ensure they identify and implement training priorities to support delivery of the business agenda Talent and Resourcing: Work with the Leadership team and Talent Acquisition team to develop resourcing strategies to support the business and new business Support leaders to identify and manage high performing / high potential individuals and ensure succession is in place for key positions Facilitate the identification of talent, key positions & succession plans at all levels About Us Delivery of HR Services: Work with the HR Business Partners to ensure HR services, policies and processes are aligned to business needs and are business relevant and practical for implementation Identify continuous improvement opportunities across HR processes and procedures Identify trends in ER issues and work with the Centres of Excellence and HRBP’s to design solutions Actively participate in new business process and support bid management process Support and manage new business wins from a people perspective and oversee ER related issues Support the business through all ER and TUPE activity providing a platform for self-reliance and capability among managers. What will you need as a successful HRBP? CIPD or equivalent qualification or relevant HR experience at an appropriate level in a diverse organisation The ability to establish credibility and be able to influence at leadership level Developed networking skills, stakeholder engagement skills and negotiation skills Commercial and business acumen Ability to advise Managers to deliver business strategy and drive performance and capability improvement within their teams Ability to identify & analyse trends from both business and HR management information Excellent facilitation skills Planning, project and change management skills Have self-belief in the value of HR and their personal ability to make a difference Have independence and the confidence to challenge positively Reporting to the UKI HR Lead. Ability to travel on a regular basis is essential. Will be based from our Peterborough office, with regular travel to Hemel Hempstead, Birmingham, Halifax and Bedford as your client base are based in one of these offices. Occasional travel to Dublin. NGA Human Resources offers you a unique chance to build a career in a vibrant, agile and growing organization, yet one with truly global client relationships and a wide range of opportunities. At NGA, we’re dedicated to our clients, and we operate as a single, global team striving for excellence and innovation in everything we do. Talk to NGA and discover what A World of Opportunity can mean for you. We offer: A large modern open plan working environment Excellent transport links to wider community Flexible benefits package which allows tailored benefits dependent upon circumstances Structured training and on-going personal development NGA Human Resources is a market-leading, global, Human Resources services provider offering innovative HR business solutions through HR Technology, HR Outsourcing, and HR Consulting. NGA is uniquely positioned to help HR leaders realise the true value of workforce management. We combine a focus on customer value with many years of experience in HR consulting, HR outsourcing and HR technology. This is the core of our business and why we are recognised as a leader in the global HR solutions market.
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