To excel as a Payroll Manager at Harvey, you’ll need at least 6 years of payroll experience, with a minimum of 2 years in a supervisory role. A Bachelor's degree, preferably in Business, is required, and having a Certified Payroll Professional (CPP) certification is highly preferred. Proficiency in HRIS systems, particularly Workday, along with strong analytical and problem-solving skills, will ensure your success in this vital role.

As the Payroll Manager at Harvey, your primary responsibilities will include processing payroll accurately and timely, ensuring compliance with various regulations, collaborating on employee benefits programs, and managing payroll inquiries. You'll prepare records for audits, assist with month-end close tasks, and play a crucial role in implementing new payroll systems, all while maintaining the confidentiality and integrity of employee data.

The compensation range for the Payroll Manager position at Harvey is between $145,000 and $175,000 USD. This competitive salary reflects Harvey's commitment to attracting top talent as we scale rapidly in the AI domain for legal and professional services.

At Harvey, we believe in fostering the growth of our employees. As a Payroll Manager, you'll be part of a world-class team, certainly opening doors for professional development. You will have the chance to implement global payroll processes, work with leading-edge technology, and gain valuable experience in a hypergrowth startup, effectively accelerating your career trajectory.

The Payroll Manager role at Harvey stands out due to the company’s exceptional growth and focus on innovation. Unlike traditional payroll environments, you'll get to work in a dynamic, fast-paced startup atmosphere where your contributions directly impact our scaling efforts. Plus, working with a team that partners with industry giants means exposure to cutting-edge payroll strategies and practices, making it a unique and fulfilling role.

To ensure compliance as a Payroll Manager, I stay up-to-date on federal, state, and local payroll regulations through continuous education and networking. I implement regular audits and training sessions for the payroll team, making sure we adhere to best practices. Additionally, I maintain thorough documentation of payroll processes and collaborate with human resources to align on compliance standards.

Certainly! In my previous role, I led the implementation of a new Workday HRIS system, which involved mapping out our payroll processes to ensure alignment with the software capabilities. I conducted training sessions for the payroll team and developed user manuals which significantly improved our payroll efficiency and accuracy.

During peak payroll processing times, I prioritize tasks by creating a timeline for each phase of payroll processing. I make use of dedicated teams for different components of payroll and implement checks and balances. Communication is key; I keep the departments informed of timelines and updates to ensure everyone is aware and aligned.

When payroll discrepancies arise, I first investigate the issue by reviewing detailed payroll records and consulting with the affected employee. Clear communication is vital, so I ensure to keep the employee updated throughout the resolution process. If necessary, I implement corrective measures and refine our processes to prevent similar issues from recurring in the future.

In my last position, I identified several inefficiencies in our manual entry process for payroll data. I advocated for automated data entry solutions, which not only reduced errors but also saved significant processing time. I tracked our KPIs after implementation, which revealed a 30% increase in payroll efficiency.

Maintaining confidentiality in payroll records is paramount. I ensure that only authorized personnel have access to sensitive information, using password-protected systems and secure physical storage methods. Regular reviews and audits of access permissions ensure compliance and maintain trust within the organization.

I monitor several key performance indicators in payroll management, including payroll accuracy rate, processing time, compliance error rates, and employee satisfaction regarding payroll inquiries. These metrics help identify areas requiring improvement and allow for a proactive management approach.

I take a collaborative approach to employee benefits administration, working closely with the HR department to ensure that all payroll deductions align with benefits elections. It's crucial to communicate effectively with employees and provide them with clear information regarding their benefits details so that they understand how it impacts their payroll.

Technology plays an integral role in my payroll management approach. I leverage HRIS and automated reporting tools to streamline processes, minimize errors, and ensure compliance. Regularly reviewing and adopting new technologies keeps our payroll systems efficient and responsive to employees' needs.

I stay current with payroll laws and regulations through a combination of professional development courses, webinars, and memberships in payroll associations. Networking with other payroll professionals and following updates from IRS and labor departments ensures that I’m informed about the latest changes and best practices.