Director, Payroll

Astound Broadband, the sixth-largest telecommunications provider in the United States, is a leading supplier of cutting-edge technology and communications services—and applicants like you make it all possible. To develop your career, we provide one-on-one training and coaching, a supportive work environment and the opportunity to represent a superior telecommunications company. 

Guided by our cultural values, we recognize that our work can’t be done well without a team that fully reflects our customers and communities.  Diversity, Equity & Inclusion (DEI) are more than a goal for Astound. DEI is a responsibility and a commitment we invest in every day because we understand that a diverse workforce and culture that is truly inclusive, where our team members feel heard, valued, respected, and encouraged to reach their full potential, leads to more engaged employees, creates more effective teams and fosters greater innovation and creativity.

Additionally, we offer a robust benefits package, including rewards, recognition and employee discounts to ensure your continued success. With us, you’ll stay empowered to do your best work by creating astounding possibilities for local communities and beyond. 

Position Overview:

The Payroll Director will oversee and supervise the organization’s payroll functions, including production and timely delivery of bi-weekly payrolls, taxes, garnishments, payroll reporting and compliance related matters. Works closely with HRMS team and the SVP of HR to resolve challenges, plan enhancements, and oversee related testing in the system. The Payroll Director uses an understanding of the payroll system to accurately pay employees in compliance with federal and state laws and regulations, such as the Internal Revenue Service (IRS) rules and regulations and the Fair Labor Standards Act (FLSA). The Payroll Director assures proper tax treatment, accounting, and disposition of withholdings, such as taxes, deductions for benefits, charitable contributions, and retirement contributions, other savings, etc.

In addition to leading the payroll team, this leader’s focus will be multi-dimensional with delivery of exceptional service experience, regional and local county expertise, high degree of partner engagement, focus on regulatory compliance and risk mitigation, operational process excellence, while embodying an innovative spirit in the idea and delivery of future impacting services and solutions.

Where you will work:

• This position will be based in Astound’s Princeton, NJ office.

A Day in the Life of the Director, Payroll:

• Manages and ensures execution of the overall payroll strategy, focusing on continuous improvement, simplification, and automation.
• Develops and evaluates measurements and metrics to gauge effectiveness of the processes
  and systems.
• Ensures proper payment of wages and salaries by managing those responsible for the preparation of bi-weekly and off cycle payrolls and partnering with outsourced vendor to ensure that the payroll system is correctly processing earnings and deductions meeting company guidelines and local, state, and federal requirements.
• Establish proper controls around the auditing of all payroll input/output to ensure that all payments are accurate.
• Coordinate with operational/accounting teams to ensure accurate reporting of payroll.
• Manages oversight of all payroll related tax filings and any related issuance (i.e. quarterly 941’s and annual W-2’s) to ensure these are done timely and accurately, responsible for setting up new accounts with various federal and state agencies as required.
• Works collaboratively with the Information Technology, Human Resources and Benefits departments to ensure the integrity of employee data is consistent with payroll system setup.
• Ensure timely responses for all notices received from various federal and state agencies.
• Acts as a point of contact and source of technical information regarding issues between the Payroll and Operations departments to resolve problems and/or operational/payroll issues that directly affect payroll output and payroll-related legal and compliance issues.
• Collaborates and assists with the management of rolling out new initiatives, policies and strategies to teams.
• Effectively communicates with management any material issues that arise in an effort to resolve in a timely manner.
• Identifies enhancements to the systems supporting payroll and timekeeping processes while working closely with stakeholders in Human Resources, Finance, Operations, and Information Technology for functional support.
• Coordinates with payroll software and time attendance system vendors, internal HRMS department, and other internal stakeholders regarding system enhancements, upgrades, and implementations with a strong focus on improvements in both the system functionality and supporting processes.
• Leads payroll team by providing guidance, coaching, and mentoring to create a high performing team atmosphere with a focus on accountability, quality, partnership, customer service delivery and satisfying work experiences.
• Other duties as assigned

What You Bring to the Table:

• 5 + years of senior payroll leadership experience managing payroll for a multi state employer with minimum of 2,000 employees.
• Prior experience managing HRMS projects.

• Planning and organizational skills.

• Knowledge of accounting principles, payroll methods, Department of Labor regulations, federal and state tax regulations.

• Proficiency with Excel and relevant payroll and accounting software.

• Attention to detail and accuracy; Problem analysis and problem-solving skills.

• Management and Teamwork skills; Communication, decision-making and delegation.

• Knowledge of UKG’s payroll application preferred, but not required.

• Must have excellent interpersonal skills and ability to work in a team environment.

• Develop strong working relationships throughout the organization at all levels.

• Be proficient with Microsoft Office applications.

• Understanding of core Payroll business terminology, processes and practices.

• Strong written and oral communication skills.

• Demonstrated ability to plan, meet deadlines, and manage competing priorities.

• Ability to communicate and present at all levels of the organization.

• Must be able to effectively manage changes and support impacted areas of the business.

• Ability to work independently with minimal supervision.

• Ability to work in a fast-paced dynamic work environment.

• Ability to work evenings and weekends.

Education:

• Bachelor’s degree or equivalent experience.
• CPP preferred

We’re Proud to Offer a Comprehensive Benefits Package Including:

• Competitive compensation
• 401k with employer match and immediate vesting
• Tuition reimbursement program
• Employee discount program
• Entrepreneurial yet established and growing organization where you can make a true impact!
• And more! 

Company Mission:

Take Care of our Customers
Take Care of Each Other
Do What We Say We Are Going To Do
Have Fun!

EEO Statement

Astound Broadband is proud to be an Equal Opportunity Employer. We embrace, support, and thrive on each other’s differences to maximize the experience of our teammates and our community.  We are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)