The Director, Payroll and Timekeeping will report to the Chief HR Officer and work closely with the HR team to develop and execute strategy, trainings, and key initiatives related to Human Resources with a focus on supporting payroll and overseeing timekeeping operations.

The Director will help to ensure that SBS is in compliance with all applicable civil service laws, employment laws and collective bargaining agreements as well as the Agency’s policies and procedures. The successful candidate will be knowledgeable in the City’s standard operating procedures on time and leave, recurring increment payments, CityTime and payroll procedures.
The Director will provide a full range of HR support across multiple HR functions and aid in the design, development, and execution of HR-related projects including the creation of internal standard operating procedures, process improvement and NYC mandated projects and responsibilities.
Under the direction of the Chief HR Officer with wide latitude for independent decision making, the Director’s responsibilities include, but are not limited to the following:

Specific Responsibilities:
- Communicate new City, Agency and CityTime policies and procedures and ensure staff awareness.
- Analyze current procedures for streamlining unit operations; advise staff of procedural updates and monitor their implementation and accuracy as well as create quality assurance procedures.
- Coordinate with the Director of Employee Services on day to day operations.
- Provide a high-level of customer service to employees and investigate discrepancies.
- Provide effective leadership and direction to team member(s) and direct reports.
- Perform related assignments and special projects as required by the Chief HR Officer

Timekeeping
- Oversee all Timekeeping functions.
- Review, update and maintain the agency’s Time & Leave policies.
- Ensure staff are properly recording their time as per Citywide Time and Leave Rules.
- Develop and lead Time and Leave training for all new hires and current staff.
- Maintain CityTime approval trees/workflows for units, bureaus, and departments.
- Prepare and review CityTime and CHRMS reports
- Review, analyze, and approve Advanced Leave Requests and Managerial Separation documents for Comptroller's Office.
- Stay current with COVID Leave policy rules and guidance, act as an agency subject matter expert and administer all COVID leave requests.
- Oversee the management of all special leave of absence requests (Sick, FMLA, PFL, PPL, Child Care,
- Personal Leave, Worker’s Compensation, and Military) in compliance with current Federal/State/local mandates.
- Manage staff inquiries and requests pertaining to commuter benefits, health benefits, leave of absence, workers’ compensation, union benefits, Management Benefits Fund, flexible spending accounts and all other employee benefits.
- Oversee the timely processing of Worker’s Compensation claims.

Payroll and Operational Compliance
- Oversee all Payroll functions
- Ensure compliance with all payroll directives, policies and procedures issued by the New York City Offices of Payroll Administration, the Comptroller and Labor Relations regarding payments to
employees.
- Audit all activities leading to the production and distribution of bi-weekly payroll.
- Ensure accuracy of pay authorizations, additions to gross and collective bargaining increases with information provided by the appropriate oversight agencies.
- Generate Ad Hoc CHRMS, PMS and RMDS reports.
- Oversee Motor Vehicle and Parking Fringe benefits procedures.
- Ensure accuracy and reporting of retro pay triggers, one-time payments, one-time deductions and supplemental payroll requests.
- Support the review of payroll reports such as the 160, 161, 700, 320 and check to check reports on a regular basis.

All Applicants: Apply through NYC Careers at www.nyc.gov/jobs search for Job ID: # 767964

Current SBS Employees: Please email your resume and cover letter including the following subject line: Director, Payroll and Timekeeping to: HRHELP2@sbs.nyc.gov


Note: We appreciate the interest and thank all applicants who apply, but only those candidates under consideration will be contacted.

If you do not have access to email, mail your cover letter & resume to:
NYC Department of Small Business Services
Human Resources Unit
1 Liberty Plaza, 11th Floor
New York, New York 10006

Additional Information

This position may be eligible for remote work up to 2 days per week, pursuant to the Remote Work Pilot Program agreed to between the City and DC37. However, the nature of the role requires a strong in-person presence, and responsibilities include travel around the 5 boroughs of NYC and on-site engagements as needed.

ADM MANAGER-NON-MGRL FRM M1/M2 - 1002C

1. A baccalaureate degree from an accredited college and four years of satisfactory, full-time progressively responsible clerical/administrative experience requiring independent decision-making concerning program management or planning, allocation for resources and the scheduling and assignment of work, 18 months of which must have been in an administrative, managerial, executive or supervisory capacity. The supervisory work must have been in the supervision of staff performing clerical/administrative work of more than moderate difficulty; or
2. An associate degree or 60 semester credits from an accredited college and five years of satisfactory, full-time progressively responsible experience as described in "1" above, 18 months of which must have been in an administrative, managerial, executive or supervisory capacity. The supervisory work must have been in the supervision of staff performing clerical/administrative work of more than moderate difficulty; or
3. A four-year high school diploma or its educational equivalent and six years of
satisfactory, full-time progressively responsible experience as described in "1"
above, 18 months of which must have been in an administrative, managerial,
executive or supervisory capacity. The supervisory work must have been in the
supervision of staff performing clerical/administrative work of more than
moderate difficulty; or
4. Education and/or experience equivalent to "1", "2" or "3" above. However, all
candidates must possess the 18 months of administrative, managerial, executive or supervisory experience as described in "1", "2" or "3" above. Education above
the high school level may be substituted for the general clerical/administrative
experience (but not for the administrative, managerial, executive or supervisory
experience described in "1", "2" or "3" above) at a rate of 30 semester credits
from an accredited college for 6 months of experience up to a maximum of 3½
years.

-2+ years of leadership experience with proven success in effectively managing a team -Minimum 2 years of experience leading Time and Leave and/or payroll processes via citywide HR platforms (e.g. CityTime, PMS, RMDS, CHRMS, Pi, Remedy, NYCAPS, and Worker’s Compensation) -Demonstrated knowledge of Citywide Time and Leave policies and procedures -High volume data entry, tracking and administrative support experience using MS Word, Excel and PowerPoint -Excellent customer service skills and professionalism across all levels of stakeholders and colleagues -Demonstrated history of handling confidential information -Dynamic individual with strong work ethic, attention to detail, and ability to manage multiple priorities in a timely fashion with limited supervision -Ability to work well in a fast-paced environment -Ability to perform a variety of administrative duties, including but not limited to reviewing, analyzing and reconciling data to proactively identify solutions

New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.