DS Sr Mgr Global Payroll Process

DePuy Synthes is recruiting for a(n) DS Sr Mgr Global Payroll Process located in Taguig City Philippines.

Job Description:

We areseekinga strategic and results-orientedSenior Manager Global Payroll and Time and Attendance Process and Vendor Governanceto join ourGlobal Payroll organization.This role will be instrumental in overseeingPayroll and Time & Attendance processesvendorgovernance and risk management activities to helpensure thequality and integrity of data across theenterprise.The ideal candidate will have extensive experience inPayroll and T&Aprocessrisk managementand compliance.The candidateis required todisplaystrong leadership skills and the ability to influence and communicate effectively with senior executives.The individual will alsomanage the payroll project portfolio which is a strategicmix of payroll-related projects (e.g. system implementations process improvements regulatory upgrades) across a defined portfolio.The Senior Manager willbe responsible forensuringprojects align with businessgoalsare delivered on time and within budget and collectively realize measurable benefits for the organization. The role combines portfolio governance program management stakeholder engagement and continuous improvement.

This position is considered a subject matter expert in Payroll business process management equipped with the tools and skillsetsto successfullydefine oversee and implement a global standardized service model while considering unique ways of working/localizations per country. This individual is expected to work with cross-functional business leaders to drive to the new ways of working ensure regional and country-based process design is in line with established global standards and to drive training delivery and knowledge transition efforts in coordination withtheChange Management and Communications team.

Key Responsibilities:

1.Financial and HR Data Quality Management:

-Influence the effective designand execution ofprocesses and controls to ensure the accuracy and integrity of financial data related toemployeepayments.Cross-functional collaboration withHRsystems thatfeed Payrollcontributing to overall data governance efforts within the organization.

2.Define Data Ownership Across Functions:

-Establishclear data ownership structures and responsibilities across Payroll Total Rewards and HR functions to promote accountability and data accuracy at the source.

3.Steady StateProject andPortfolio Management

- Define the payroll project portfolio visionobjectives and success criteria.

-Establishand maintain a governance framework (prioritization stage gates and decision rights).

- Align the portfolio with broader HR/Finance strategy and regulatory requirements.

-Develop and manage the intake process for new payroll initiatives.

-Evaluate proposals using ROI risk complexity regulatory impact and strategic fit.

-Maintaina prioritized backlog

-Monitor progress across the portfolio to ensure on-time within-scope and within-budget delivery.

-Manage interdependencies conflicts and resource constraints between projects.

-Escalate and resolve critical issues that threaten milestone achievement.

-Budget forecast and track costs across the portfolio.

-Align spending with headcount plansbenefitsprograms and payroll system investments.

-Define track and report on realized benefits (cost savings efficiency gains compliance improvements).

-Identifyand manage portfolio-level risks including regulatory changes affecting payroll.

- Support audits and ensure audit trails across payroll projects.

-Implement and monitor controls to prevent errors fraud anddata-securitybreaches.

-Develop change management strategies for payroll transformations.

-Communicate portfolio status risks and benefits to executives sponsors and stakeholders.

-Prepare adoption plans training and user readiness activities.

-Serve as the primary liaison for executives HR Finance IT and external vendors/consultants.

-Manage expectations secure sponsorship and coordinate cross-functional touchpoints.

-Oversee vendor selection contract management SLAs and performance reviews.

4. Contract management andFinancial Support:

-Monitorfinancial metrics and compliance to drive operational efficiency.

- Assess vendor performance and adherence to Service Level Agreements.

- Ensure contracts are active and in line with requirements.

5.Steady State Change Management

- Manage global steady state change managementintakeadvisoryboardand governanceprocess.

6.Vendor Assessments and SOC Reviews:

- Collaborate withIT Payroll operations and vendorsto conduct vendor assessments and SOC reviews.

- Complete SOX deliverables on time and identify/work to remediate any issuesidentifiedthrough a Corrective Action Plan.

-Ensure Complementary User Entity Controls (CUECs)owned byDPSdesigned andoperatingeffectively.

7.Auditand AdvisorySupport:

- Coordinate and supportPayrollaudits ensuring preparation of necessary documentation andtimelyresponses to auditor inquiries.

-Liaison between Payroll and internal/external audit groups to ensuretimelyprocessing of requests clear understanding of processes risk and impact assessments of issuesidentified and comprehensive corrective action plansestablished.

8.Process Deep Dives:

-Serveasleadpoint of contact between the Global Process Team and the Country Payroll teams to transform and scale local processes into the global standard model.

-Conduct comprehensive analyses of keyPayrollrelated processes (e.g. severancesales commissionsoperational transaction processes)perrisk assessmenttoidentifyrisks and areas for improvement.

- Recommend and implement strategic enhancements tooptimizeoperational efficiency.

-LeadRoot Cause Analysissessionswhen issues arise and develop new and improved controls to prevent issues from reoccurring.

-Use qualitative and quantitative data from knowledge management quality evaluations and surveys to assess and drive training improvement.

9.User Access Management SME

-Lead Identity and Access Management efforts to ensure access toPayroll systems following the IDMS workflow(enterprise Payrollproduction L driveADPGlobalvieweTime WFM)isappropriateand follows the established process.

10.Training and end user readiness

-Develop training content and materials

-Conduct training sessions on Payroll and T&A processes where

-Translate tasks/activities into meaningful training content andknowledgetransition deliverables reflecting new ways of working.

11.Resource planning & talent development

-Allocate human and technical resources across projects; balance load and skill requirements.

-Identifycapability gaps and support training/development for PMs analysts and payroll specialists.

- Foster a culture of collaboration accountability and continuous improvement.

12.Data governance quality & reporting

-Ensure data integrity privacy and security across payroll systems and migrations.

- Create andmaintaindashboards KPIs and portfolio reports for leadership.

- Standardize reporting templates.

13.Quality assurance & testing governance

- Define testing strategies (including UAT data migration validation and integration testing).

14.Process standardization & automation

- Champion standard PMO processes templates and playbooks for payroll initiatives.

-Identifyopportunities for automation and efficiency gains across the portfolio.

15.Benefits tracking & lessons learned

- Capture and socialize lessons learned; continuously improve the PMOs maturity.

- Conduct post-implementation reviews to assess realized value and inform future projects.

Key managerial areas

-Strategic Development and Leadership:

-Assistin developingpayrollstrategy aligning financialand operationalgoals with the organizations overallobjectives.

-Activelyparticipateor lead payrollprojectsthatimpactbusiness operations and outcomes.

- Provide input and guidance into future state Payroll organization and reporting lines.

-Complex Issue Management:

-Utilizeindependent judgment and decision-making capabilities to tackle complex financial payroll and complianceissuesimpactingthe operational results of the business unit.

-Advisory RoletoSenior Leadership:

-Provideexpert financial& complianceadvice analysis and guidance to senior leadership on critical projectsleveragingbroad industry knowledge to influence strategic decisions.

-Team Management:

- Manage teams of managers and professionals fostering a collaborative environment and ensuring the teams alignment with strategicobjectives.

-Recruit coach inspire and develop a high performing team ensuring that team members are resourced to do their best work.

Qualifications:

-Bachelors degree in Finance Accounting BusinessAdministrationor a related field.

-7 years of progressiveresponsibilities andexperience inFinancePayrolland/or Compliancewith a focus on governance data qualityand process.

- Proven experience in leading majorprojects and global teams

- Strong understandingof Payrolland Time and Attendancerisk control frameworks is.HR Contact Center knowledge/experience preferred.

- Excellent communication and influencing skills with interaction with senior executives.

- Strong analytical and problem-solving skills with the ability to navigate complex financial issues.

- Broad industry knowledgewithin MedTech and Innovative Medicine sectors.

- Experience managingglobalteams effectively fostering a culture of excellence and accountability.

- Experience working with senior leaders and interacting with cross-functional teams across multiple levels of an organization is.

-Exceptional writing and communication skills. The ability to understand target audiences and translate complex concepts into clear and concise messages is.

-Ability to thrive in fast-paced environments by being flexible collaborative and deadline driven is.

The position requires working with Global teams in NA EMEA LATAM and ASPAC time zones andapproximately upto 25% travel may be(domestic and/or international).

Location:New Brunswick New Jersey or Raynham Massachusetts

Reporting:John Sheehan

Johnson & Johnson announced plans to separate our Orthopaedics business to establish a standalone orthopaedics company operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months subject to legal requirements including consultation with works councils and other employee representative bodies as may be required regulatory approvals and other customary conditions and approvals. Should you accept this position it is anticipated that following conclusion of the transaction you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes programs policies and benefit that case details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes.

Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity age national origin disability protected veteran status or other characteristics protected by federal state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.

Johnson & Johnson is committed to providing an interview process that is inclusive of our applicants needs. If you are an individual with a disability and would like to request an accommodation external applicants please contact us via internal employees contact AskGS to be directed to your accommodation resource.

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