Duties and Responsibilities: Payroll Processing and Compliance process fortnightly payrolls and – undertake processing-related compliance activities. This includes but is not limited to data entry checking, ensuring that personnel delegations are 1 being applied appropriately and that employee entitlements are being processed in accordance with the AHL Enterprise Agreement and other applicable legislation. Payroll reporting generate and distribute fortnightly payroll reports, along – 2 with ad-hoc reports for AHL management, as required. Statistical reporting prepare and analyse statistical data to support – internal and legislative reporting requirements. This may include monthly and annual APS Employment Database returns, Australian Bureau of 3 Statistics surveys, Workers’ Compensation premium data, data reporting for the AHL Annual Report and the State of the Service Report and the APS Remuneration Survey. Superannuation review fortnightly & monthly superannuation payments – 4 to ensure contributions are balanced and correctly reported. Take appropriate action with respect to superannuation refunds. Systems administration - assist with the administration of AHL’s Empower Human Resource Management Information System, (HRMIS), including 5 processing of fortnightly payrolls and day-to-day management of related security profiles for the Payroll and ESS (Employee Self Service) modules. Documentation - assist with the development, review, update and 6 distribution of procedural documents etc., which support AHL’s use of its Empower HRMIS. Liaise with AHL senior management, as well as other internal divisions and 7 sections and external agencies, as required, with regard to HRMIS compliance and reporting matters. Whilst this duty statement summarises the purpose of the job and lists its key tasks, it is not a definitive list of all the tasks to be undertaken. Tasks can vary at the discretion of the Chief Executive Officer, in consultation with the employee. To deliver services effectively, a degree of flexibility is needed and the employee may be required to perform work not specifically referred to above.
Duties and Responsibilities: 1 Payroll Processing and Compliance – process fortnightly payrolls and undertake processing-related compliance activities. This includes but is not limited to data entry checking, ensuring that personnel delegations are being applied appropriately and that employee entitlements are being processed in accordance with the AHL Enterprise Agreement and other applicable legislation. 2 Payroll reporting – generate and distribute fortnightly payroll reports, along with ad-hoc reports for AHL management, as required. 3 Statistical reporting – prepare and analyse statistical data to support internal and legislative reporting requirements. This may include monthly and annual APS Employment Database returns, Australian Bureau of Statistics surveys, Workers’ Compensation premium data, data reporting for the AHL Annual Report and the State of the Service Report and the APS Remuneration Survey. 4 Superannuation – review fortnightly & monthly superannuation payments to ensure contributions are balanced and correctly reported. Take appropriate action with respect to superannuation refunds. 5 Systems administration - assist with the administration of AHL’s Empower Human Resource Management Information System, (HRMIS), including processing of fortnightly payrolls and day-to-day management of related security profiles for the Payroll and ESS (Employee Self Service) modules. 6 Documentation - assist with the development, review, update and distribution of procedural documents etc., which support AHL’s use of its Empower HRMIS. 7 Liaise with AHL senior management, as well as other internal divisions and sections and external agencies, as required, with regard to HRMIS compliance and reporting matters. Whilst this duty statement summarises the purpose of the job and lists its key tasks, it is not a definitive list of all the tasks to be undertaken. Tasks can vary at the discretion of the Chief Executive Officer, in consultation with the employee. To deliver services effectively, a degree of flexibility is needed and the employee may be required to perform work not specifically referred to above.
Vacancy-Information-APS-5-HR-Systems-Compliance-Reporting-Officer.docx