Director of Payroll

***PLEASE NOTE THAT ONLY EMPLOYEES PERMANENT IN THE ADMINISTRATIVE STAFF ANALYST TITLE WILL BE CONSIDERED***
The NYC Department of Environmental Protection (DEP) enriches the environment and protects public health for all New Yorkers by providing 1.1 billion gallons of high-quality drinking water, managing wastewater and stormwater, and reducing air, noise, and hazardous materials pollution. DEP is the largest combined municipal water and wastewater utility in the country, with nearly 6,000 employees. DEP's water supply system is comprised of 19 reservoirs and 3 controlled lakes throughout the system’s 2,000 square mile watershed that extends 125 miles north and west of the City.
The Bureau of Organizational Development & Human Resources (OD&HR) is the Agency's internal consultant/partner on organizational culture change and human resources matters. We identify and respond to employee relations issues, staff development needs, and current and strategic manpower requirements. We collaborate with employees, management, employee representatives, employee affinity groups, and other City agencies to develop sustainable policies, procedures, and practices. Our functional areas include Recruitment, Employee Engagement, Operations, Employee Benefits, Human Resources Information Systems, Time and Leave/Performance Evaluation, Wage and Salary Administration, Workforce Development & Training, Payroll, Central Timekeeping and Strategic and Workforce Planning
The Payroll Administration Unit within the Bureau of Organizational Development and Human Resources (OD&HR) is responsible for ensuring timely and accurate employee and retiree payrolls and providing responsive payee services; maintaining and enforcing uniform payroll policies and procedures and coordinating payroll matters among the Agency.
OD&HR seeks to hire a Director of Payroll, to oversee the administration of all payroll related matters for the Agency.
Duties will include but are not limited to:
Directs and oversees the application of the CityTime System for all DEP employees and develops support staff in the handling of CityTime and timekeeping issues. Implements Business Improvement Processes, providing training to Payroll staff as well as Agency timekeepers and Bureau Administrators; and keeping the Deputy Commissioner of Organizational Development and Human Resources updated on the status of projects and related issues.
Directs and oversees the processing and updates of all data affecting the Agency’s bi-weekly, weekly, and supplementary payrolls. Processes and distributes weekly and bi-weekly payrolls in a timely and accurate manner. Follows up on acceptance on a regular daily basis. Follow up and effectively resolves payroll-related problems, issues and discrepancies.
Directs the processing and interpretation of payroll mandates, salary payments and adjustments such as Comptroller’s Determinations and OLR agreements timely. Responsible for disbursements and control of all checks relating to payroll. Maintains all payroll documentation, correspondence, etc. Responds to payroll correspondence. Maintains documentation confirming that all payments are accurate and correct. Represents, presents, and markets the work unit’s activities to higher level supervisors in the agency and/or persons and groups outside the Agency.
ADMINISTRATIVE STAFF ANALYST - 1002E

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, public health, 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, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; or in management or methods analysis, operations research, organizational research or program evaluation; or 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. Eighteen (18) months of this experience must have been in an executive, managerial, administrative, or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or
2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above; or
3. An associate degree or completion of 60 semester credits from an accredited college and six years of full-time satisfactory full-time professional experience as described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above; or
4. A four-year high school diploma or its educational equivalent approved by a state’s department of education or a recognized accrediting organization and eight years of full-time satisfactory full-time professional experience as described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above; or
5. 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 and at least two years of experience as described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above.

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.