Job Information
City of New York PAYROLL PROCESSING ANALYST in New York, New York
Job Description
APPLICANTS MUST BE PERMANENT IN THE STAFF ANALYST CIVIL SERVICE TITLE, OR BE PERMANENT IN A COMPARABLE TITLE ELIGIBLE FOR 6.1.9 TITLE CHANGE
The Department of Social Services (DSS) is comprised of the administrative units of the New York City Human Resources Administration (HRA) and the Department of Homeless Services (DHS). HRA is dedicated to fighting poverty and income inequality by providing New Yorkers in need with essential benefits such as Food Assistance and Emergency Rental Assistance. DHS is committed to preventing and addressing homelessness in New York City by employing a variety of innovative strategies to help families and individuals successfully exit shelter and return to self- sufficiency as quickly as possible.
Human Resources Solutions (HRS) supports the human resources needs of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client centered workforce.
Human Resources Solutions (HRS) is recruiting for one (1) Staff Analyst to function as a Payroll Processing Analyst who will:
Review the accuracy of information on various payroll reports to ensure the accurateness of all payroll transactions including employee’s salary effective date, timekeeping actions, retroactive payments, salary advances, longevity, and experience differentials. Perform analysis on Payroll data discrepancies/errors, by reviewing employee-level data, PMS, RMDS, CHRMS, Pi, CityTime, and 160/161 payroll reports. Working on the resolution of employees’ payroll discrepancies and the expeditious processing of supplemental checks for staff entitled to receive a check.
Ensure security measures and DSS/HRA/DHS payroll procedures are followed. Analyzing and reviewing contractual agreements, policies, procedures, and regulations concerning employees’ salary history in order to accurately process compensation claims and verify the entry of payment dispositions for active and inactive staff members in the Payroll Management System and Pi including Uniform allowance, bonuses, among others.
Perform research on Payroll Inquires mailbox and following up on requests to ensure the questions are responded to in a timely manner. Oversee and enhance the workflow and processes of the Payroll Operations Unit to ensure the work of the unit is conducted accurately and efficiently.
Prepare the Integrated Financial Management System (IFMS) bi-weekly payroll summary reports that summarize the Agencies’ bi-weekly payroll budget for submission to oversight agencies. Prepare comprehensive monthly statistical reports pertaining to the unit’s activities including completed and pending employee actions/requests. Prepare summary reports on the unit’s overall activities.
Monitor, and analyze the processing of grievances, stipulations, and arbitration cases and observing that the recoupment of overpayments is processed accurately. Ensure logs and databases concerning grievances and overpayments are maintained accurately.
Liaise with Salary Administration, Timekeeping, Employee Relations, Workers’ Compensation units to discuss payment issues related to promotions, salary changes, retroactive payments, returns from leave, leave without pay and any other employee status changes affecting his/her pay.
Assist employees with processing and inquiries related to Direct Deposit, Transit Benefits, and College Saving Programs.
Cultivate collaborative relationship with other HRS areas as well as with agency programs and other city agencies to help the Payroll Operations Unit achieve its objectives, assess proposed and mandated programmatic changes, and maximize internal policies and procedures.
Represent the agency in court hearings, prepares all documentation necessary to support the agency’s overpayment claim, and work on other Payroll Operations tasks and projects as needed.
Work Location: 33 Beaver Street
Hours/Schedule: 9 AM – 5 PM
Qualifications
A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a Juris Doctor degree from an accredited law school; or
A baccalaureate degree from an accredited college and two years of satisfactory full- time professional experience working in one or a combination of the following areas: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area.
An associate degree or completion of 60 semester credits from an accredited college and four years of satisfactory full-time professional experience as described in "2" above.
A four-year high school diploma or its educational equivalent approved by a State's department of education or a recognized accrediting organization and six years of satisfactory full-time professional experience as described in "2" above.
A combination of education and/or experience equivalent to “1”, “2”, “3”, or “4” above. College education may be substituted for professional experience at the rate of 30 semester credits from an accredited college for one year of experience. However, all candidates must have a high school diploma.
Additional Information
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.
