Payroll Supervisor

Overview

Position summary

The Payroll Supervisor is responsible for overseeing enterprise-wide payroll operations and serving as the point person for our Payroll and HRIS system, ADP. This role ensures accurate, timely, and compliant payroll processing while establishing standardized processes, controls, and governance across corporate and our operating entities. The Supervisor provides direct and functional leadership to payroll and partners with corporate HR leadership on system strategy and enhancements, and drives continuous improvement in payroll, HR systems, and employee data integrity.

Responsibilities

Essential Job Functions

• Serve as the enterprise owner of payroll processes, controls, calendars, and policies across all operating entities
• Ensure accurate, timely, and compliant payroll processing in accordance with federal, state, and local regulations
• Provide functional leadership and guidance to payroll processors at each operating entity
• Review payroll outputs, monitor trends, and address recurring issues or risks
• Partner with HR and Finance leadership to resolve escalated payroll matters
• Serve as the system owner and administrator for the ADP platform - configure and maintain system settings, workflows, business rules, security roles, and integrations
• Ensure data integrity across employee lifecycle events including hires, job changes, compensation updates, leaves, and terminations
• Partner with IT, Finance, and external vendors on system upgrades, testing, enhancements, and implementations
• Maintain documentation, process maps, and system governance standards
• Ensure compliance with payroll tax filings, wage and hour laws, garnishments, and record retention requirements
• Lead audits, including internal, external, and regulatory
• Monitor regulatory changes impacting systems and assess enterprise impact
• Establish and maintain internal controls to mitigate payroll and data-related risk
• Develop, maintain, and deliver standard and ad hoc reports to support finance close, audits, and leadership decision-making
• Ensure accurate downstream reporting and metrics for payroll, benefits, compensation, timekeeping, and leave programs
• Lead process improvement initiatives
• Standardization with ADP payroll and HRIS practices across operating entities to improve consistency and employee experience
• Identify opportunities for automation, efficiency, and system optimization
• Support change management, training, and adoption of new processes or system functionality
• Manage integrations and vendor files between HRIS, timekeeping, benefits, talent, and leave systems
• Act as a trusted advisor to leaders on payroll, system, and data-related topics
• Complete all other work duties as assigned
• Ability to work in a manufacturing environment

• Bachelor’s degree in human resources, accounting, finance, information systems, or related field (or equivalent experience)
• 7 years of progressive payroll and HRIS experience
• Hands-on experience managing HRIS and payroll systems, preferably ADP or Workday
• Strong knowledge of payroll processes, wage and hour laws, and compliance requirements
• Advanced reporting and data analysis skills
• High level of attention to detail and accuracy
• Ability to handle sensitive and confidential information with discretion
• Microsoft Office proficiency (Outlook, Word, Excel, PowerPoint, Publisher)
• Clear and effective verbal and written communication skills
• Attention to detail
• Organizational skills
• Ability to work in a fast-paced team environment
• Ability to prioritize and multitask

• Multi-state payroll experience
• Experience leading system implementations and upgrades
• Advanced Excel skills and reporting experience
• HRIS implementation or system optimization experience
• Payroll or HR certification (CPP, PHR, SHRM-CP)
• Continuing Education; including participation in local chapters, associations, and/or organizations

• Accurate and on-time payroll delivery across all operating entities
• Data integrity and system reliability
• Consistency in enterprise payroll and HRIS practices
• Reduced payroll and data-related errors
• Audit readiness and regulatory compliance confidence
• Strong partnerships with operating HR, payroll, and finance teams