Pay Process, System & Tax Analyst

Status:Contract (Up to 12 Months)

Working Conditions: Hybrid

Education Level: 4 year University degree in Accounting or related field.

Base Location: Oshawa ON

Shifts(s): Days

Travel: 10%

Deadline to Apply: November 13 2025

Salary Range: $1704.68 - $2744.26 Per Week

Electrify your career and help build a brighter tomorrow.

Whether you work in the skilled trades or are a business professional a career at OPG is an opportunity to electrify your life on -- and off -- the job.

JOB OVERVIEW

Ontario Power Generation (OPG) is looking for a dynamic strategic and results-driven professional to join our team in the role of Pay Process System & Tax Analyst.

Reporting to the Manager Pay Services this position is responsible to perform operation of the pay systems and processes within the responsibility of Pay Services department (e.g. pay related runs such as A/P runs for the pension system off cycles support T4 processing and amendments) where assigned or as scheduled. Perform analytical assignments as assigned by the Manager or Team Leader. Perform compliance activities related to pay related legislation and collective agreement requirements for which Pay Services is responsible. Participate in and carry-out Pay Services system testing or requirements specification.

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KEY ACCOUNTABILITIES

• Co-ordinate and process multiple bulk uploads both on-cycle or off-cycle (e. g AIP/Computershare Society / PWU CA MG pay rate changes PAs Tax Credit Indexing) coordinating with Compensation Local HR IT and handling communications on behalf of the department.
• Interact with other groups such as HR Local Finance Power News internal/external/government auditors government agencies and external agencies such as Canada Revenue Agency and the various unions (e.g. for complex system queries or trouble shooting to resolve payment situations to assist auditors in their investigation to trouble shoot with HR or NHSS staff etc.). Provides specific direction to pay staff across the Corporation on steps to be taken to resolve complex problems in processing pay or correcting error situations within the scope of Pay Services responsibilities. Develop and roll out training materials or develop and implement short training sessions for staff in Pay Services Local HR offices or others as assigned. Within the scope of Pay Services responsibilities provide/arrange for ad hoc information reports and/or file downloads; prepare and input G/L account journal entries. Investigate payroll accounting entries within the scope of the departments work and liaise with site controllers/controller staff. Perform assigned analytical assignments.
• Organize coordinate and execute Pay Services system testing or requirements specification ensuring extensive sophisticated critical and high volume testing is completed to exacting standards. Ensure systems are appropriately updated and in a state of readiness e.g. for year end table changes tax changes etc.
• Provide direction co-ordination scheduling and oversight to Pay HR and other staff on the operation of the pay systems and processes for which Pay Services is responsible e.g. pay schedules governing the performance of pay activities across HR offices Pay Services NHSS and Finance; statutory/third party remittances (such as EHT WSIB HPP garnishments union dues/payments); schedules for internal or external audits coordinating the work of Pay Services staff and the auditors; T4 T4A activities coordinating activities of the staff involved in Pay Services Print Shop Local HR or other areas; and liaising with Canada Revenue Agency (CRA) Service Canada unions and other contacts as appropriate to meet requirements or resolve issues. Balance system runs/activities with the available analytical resources and with system capabilities. Assign analysts to perform pay and pay related processing (e.g. production pay runs pay related runs such as A/P runs for the pension system tax/T4 processing) and personally perform these activities where assigned or as scheduled. Plan maintain update and test the Business Continuity and Disaster Recovery plans. Monitor pay production and remain available for the complete pay production process in event of system issues.
• Provide specific direction to Pay Services Analysts on the running of the pay systems e. g specify authorize take direct action or involve the Manager Pay Services to achieve recovery when the computerized pay system encounters problems. Assign analysts to perform pay and pay related processing and personally perform these activities where assigned or as scheduled. Lead temporary teams as assigned by the Manager or Team Leader. Ensure training of and provide procedural/ scheduling/work assignment instructions to Pay Services analysts. Monitor operation of the systems and processes to verify that desired results have been achieved and if necessary initiate further corrective actions. Relieve for Team Leader as assigned.

QUALIFICATIONS

• 4 University Degree in Accounting or Related Field
• PCP or PLP Certification an asset and experience using SAP considered an Asset
• 8 years of Payroll Processing experience in different operations procedures and practices and systems for controlling and reporting of input and output of the employee and pensioners pay systems.
• Requires experience to establish corporate accounting requirements and take effective action to develop implement and maintain procedures of the pay systems.
• Requires experience to be conversant with various divisions to provide advice and guidance on matters pertaining to the Union agreements year-end T4/T4A process and to the operation input and output of the employee and pensioner pay systems policies and practices.
• Requires experience to be able to provide specific direction on the running of the pay system and be responsible for system related decisions which will determine whether the payroll will be met on time/accurately.
• Requires experience to coordinate: Audits of pay processes; staff and activities across Pay Services; the activities of auditors within the department; and testing activities and Business Continuity arrangements.
• Ability to work effectively and efficiently in a flexible hybrid office environment.

The successful candidate will exhibit uncompromising integrity and commitment to upholding corporate values and the OPG Code of Business Conduct.

OPG is committed to fostering an inclusive equitable and accessible environment. If you require accommodation during the selection process please contact

What makes a career at OPG different

With operations across Ontario and the United States OPG is one of the most diverse power producers in North America. As the largest generator in Ontario we meet approximately 50% of the provinces electricity needs largely from low-carbon sources like nuclear and hydro.

As we work to achieve our vision of Electrifying life in one generation OPG and our family of companies are also helping advance the development of new low-carbon technologies such as Small Modular Reactors (SMRs) refurbishment projects and electrification initiatives to help power the growing demands of a growing economy. Join OPG and make history.

Please submit your application online at OPG thanks all those who apply; however only candidates considered for an interview will be contacted.

#LI-Hybrid

The base salary range considers many factors including but not limited to experience education and training including any collective agreement requirements for union represented positions. It is not typical for the salary to be offered near the top of the range and salary is dependent on numerous factors. For management roles the base salary range does not represent the total compensation package. The total compensation package for regular full-time management roles includes pay-for-performance programs for annual and medium time periods. Maintaining a high-performance culture and excellence is a core expectation of every member of our leadership team and is rewarded through the established compensation framework.

OPG is committed to employment equity. As such we encourage applicants from equity-seeking communities (Indigenous Peoples racialized persons persons with disabilities and women). We strongly believe that alleviating the under-representation of equity-seeking individuals will create a stronger OPG team and allow us to better serve the needs of our diverse communities.

In order to fulfill the above-mentioned purpose priority in hiring may be given to qualified persons who self-identify as a member of equity-seeking groups as identified in the application process. This initiative constitutes a special program under the Human Rights Code/Canadian Human Rights Act.