Job Description

Department of Personnel Management

Designation : Director-PS HR/Payroll Services (Code- DPM 14-1)

Job Description / Responsibilities:

 

  1. IDENTIFICATION

AGENCY:

Department of Personnel Management

SYSTEM POSITION# (10-Digits):

 

REF#:

DPM14-1

OFFICE:

Office of the Public Service HR/Payroll Services

DESIGNATION/CLASSIFICATION:

Director/Grade 20

DIVISION:

LOCAL DESIGNATION:

Director - Office of the Public Service HR/Payroll Services

BRANCH:

 

REPORTING TO:

Secretary

SYS POS# (10-Digits):

REF#:

DPM01-1

SECTION:

 

LOCATION:

Central Government Office, Level 3, Waigani, NCD
       

HISTORY OF POSITION

 

 

FILE REFERENCE

DATE OF VARIATION

DETAILS

 

 

 

2. PURPOSE

The Director of Public Service HR/Payroll Services is a key leadership role responsible for providing strategic oversight, direction, and management of the Office of the Public Service HR/Payroll Services. This position requires a seasoned professional with extensive experience in human resources, payroll management, and public service administration. The Director will lead a team dedicated to delivering high-quality HR and payroll services to ensure the efficient functioning of the public service workforce.

3.DIMENSIONS

The Director of Public Service HR/Payroll Services plays a critical role in supporting the mission and objectives of the public service sector by ensuring the effective management of HR and payroll operations. This position offers an exciting opportunity for a dynamic leader to make a significant impact on the workforce and contribute to the overall success of the organization.Top of Form

4. PRINCIPLE ACCOUNTABILITIES

Strategic Leadership and Direction:

    • Develop and communicate a clear vision and strategic direction for the Office of the Public Service HR/Payroll Services.
    • Lead the development and implementation of strategic plans and initiatives to enhance HR and payroll services aligned with organizational goals.
    • Provide guidance and direction to the HR/payroll team, fostering a culture of innovation, excellence, and continuous improvement.

Policy Development and Compliance:

    • Oversee the development, review, and implementation of HR and payroll policies, procedures, and guidelines in accordance with legislative requirements, best practices, and organizational objectives.
    • Ensure compliance with relevant regulations, laws, and standards governing HR and payroll functions, including data protection and privacy laws.

Stakeholder Engagement and Relationship Management:

    • Build and maintain effective relationships with internal stakeholders, including senior management, department heads, and employees, to understand their HR and payroll needs and priorities.
    • Collaborate with external stakeholders, such as government agencies, unions, and vendors, to facilitate partnerships, resolve issues, and enhance service delivery.

Resource Allocation and Financial Management:

    • Develop and manage the budget for HR and payroll services, allocating resources effectively to support departmental goals and priorities.
    • Monitor expenditures, identify cost-saving opportunities, and ensure the efficient use of financial resources while maintaining service quality.

Talent Management and Development:

    • Lead the recruitment, retention, and development of a high-performing HR and payroll team, fostering a culture of learning, growth, and accountability.
    • Implement strategies to attract, develop, and retain top talent, including performance management, succession planning, and talent development programs.

Technology and Process Improvement:

    • Evaluate, select, and implement HR and payroll systems, tools, and technologies to streamline processes, enhance efficiency, and improve service delivery.
    • Identify opportunities for process improvement, automation, and standardization to optimize HR and payroll operations and minimize errors and risks.

Risk Management and Compliance:

    • Identify potential risks and vulnerabilities in HR and payroll processes, systems, and practices, and develop and implement strategies to mitigate them.
    • Ensure compliance with regulatory requirements, data security standards, and internal controls to safeguard sensitive information and mitigate legal and financial risks.

 

Performance Monitoring and Reporting:

    • Establish key performance indicators (KPIs) and metrics to monitor and evaluate the effectiveness and efficiency of HR and payroll services.
    • Prepare and present regular reports and dashboards to senior management, highlighting key achievements, challenges, and areas for improvement.

5. MAJOR DUTIES

Strategic Planning and Leadership:

    • Develop and communicate the vision, mission, and strategic goals of the HR/Payroll Services Office.
    • Provide leadership and direction to the HR/Payroll team, ensuring alignment with organizational objectives.

Policy Development and Implementation:

    • Develop, review, and implement HR and payroll policies, procedures, and guidelines.
    • Ensure compliance with relevant laws, regulations, and standards governing HR and payroll functions.

Stakeholder Engagement:

    • Build and maintain effective relationships with internal stakeholders, such as senior management, department heads, and employees.
    • Collaborate with external stakeholders, including government agencies, unions, and vendors, to address HR and payroll-related issues and concerns.

Budgeting and Financial Management:

    • Develop and manage the budget for HR and payroll services, allocating resources effectively to support departmental goals.
    • Monitor expenditures, identify cost-saving opportunities, and ensure financial accountability.

Talent Management:

    • Lead the recruitment, retention, and development of a skilled and motivated HR and payroll team.
    • Implement strategies for talent acquisition, performance management, and professional development.

Technology and Systems Management:

    • Evaluate, select, and implement HR and payroll systems and technologies to streamline processes and enhance efficiency.
    • Oversee the maintenance and optimization of HRIS (Human Resources Information Systems) and payroll software.

Compliance and Risk Management:

    • Ensure compliance with legal and regulatory requirements related to HR and payroll functions, including data privacy and security.
    • Identify and mitigate risks associated with HR and payroll processes and practices.

Performance Monitoring and Reporting:

    • Establish key performance indicators (KPIs) and metrics to assess the effectiveness and efficiency of HR and payroll services.
    • Prepare and present regular reports to senior management on HR and payroll-related activities, achievements, and challenges.

Change Management:

    • Lead change initiatives within the HR/Payroll Services Office, ensuring smooth transitions and minimal disruption to operations.
    • Foster a culture of innovation, adaptability, and continuous improvement.

 

6. NATURE AND SCOPE

The Director plays a pivotal role in shaping the strategic direction, operational effectiveness, and organizational culture of the HR/Payroll Services Office within the public service entity. They are responsible for ensuring compliance, fostering innovation, managing resources, and driving performance to support the organization's mission and objectives.

6.1     WORKING RELATIONSHIP

The Director of the Office of the Public Service HR/Payroll Services typically maintains a variety of working relationships within and outside the organization.

Internal Relationships:

    • Senior Management: The Director collaborates closely with senior management to align HR and payroll strategies with organizational goals and priorities. They provide insights and recommendations on workforce planning, talent management, and organizational development.
    • Department Heads: The Director works with department heads to understand their HR and payroll needs, address concerns, and provide support in areas such as recruitment, performance management, and employee relations.
    • HR/Payroll Team: The Director leads and manages the HR and payroll team, fostering a positive work environment, providing guidance and support, and ensuring alignment with departmental and organizational objectives.

External Relationships:

    • Government Agencies: The Director interacts with government agencies responsible for labor regulations, taxation, and other related matters. They ensure compliance with legal requirements and may engage in discussions or negotiations regarding legislative changes or policy updates.
    • Unions: If applicable, the Director may engage with labor unions representing employees to address collective bargaining agreements, grievances, or other labor-related issues.
    • Vendors and Service Providers: The Director may work with vendors and service providers to procure HR and payroll-related systems, software, or services. They may negotiate contracts, oversee implementations, and ensure service level agreements are met.
    • Professional Networks: The Director may participate in professional associations, HR/Payroll user Group conferences, and networking events to stay informed about industry trends, best practices, and emerging technologies in HR and payroll management.

Cross-Functional Relationships:

    • Finance: The Director collaborates with the finance department on budgeting, financial reporting, and cost allocation related to HR and payroll expenses.
    • IT: The Director works with the IT department to assess, select, implement, and maintain HRIS and payroll systems, ensuring data security, system reliability, and integration with other organizational systems.
    • Legal: The Director may consult with the legal department on employment law matters, regulatory compliance, contract negotiations, or legal disputes related to HR and payroll.

Employee Relations:

    • The Director plays a role in fostering positive employee relations by promoting open communication, fairness, and transparency in HR and payroll processes.
    • They may address employee concerns, grievances, or conflicts in collaboration with HR staff and other relevant stakeholders.

6.2    WORK ENVIRONMENT

The work environment of the Director of the Office of the Public Service HR/Payroll Services is characterized as a specialized and technical setting within the public service.

  1. Specialized Role:
    • The role of Director of HR/Payroll Services requires specialized knowledge and expertise in human resources management, payroll administration, labor regulations, and organizational development.
    • The position involves overseeing complex HR and payroll functions tailored to the unique needs and requirements of the public service sector, which may include government agencies, civil service organizations, or public institutions.
  2. Technical Expertise:
    • The Director must possess technical proficiency in HR information systems (HRIS), payroll software, data analytics, and other technology tools used to manage HR and payroll processes efficiently and effectively.
    • They are responsible for evaluating, selecting, implementing, and maintaining HRIS and payroll systems, ensuring data accuracy, security, and compliance with regulatory requirements.
  3. Statutory Compliance:
    • The work environment of the position is influenced by statutory regulations, laws, and policies governing employment practices, labor relations, taxation, and data protection.
    • The Director must stay informed about legislative changes, updates, and compliance requirements related to HR and payroll functions, ensuring the organization's adherence to legal obligations.
  4. Administrative Oversight:
    • While the role involves strategic leadership and decision-making, it also entails administrative oversight of HR and payroll operations, processes, and procedures.
    • The Director is responsible for managing resources, budgets, staffing, and day-to-day activities within the HR/Payroll Services Office, ensuring smooth and efficient functioning.
  5. Organizational Context:
    • The work environment of the Director is shaped by the organizational context of the public service sector, which may include hierarchical structures, bureaucratic processes, and political considerations.
    • They must navigate organizational dynamics, stakeholder interests, and competing priorities to drive HR and payroll initiatives that align with the organization's mission, vision, and strategic objectives.

In summary, the work environment of the Director of the Office of the Public Service HR/Payroll Services is characterized by its specialized, technical, and statutory nature within the public service. The position requires a combination of expertise in HR and payroll management, technical proficiency in HRIS and payroll systems, and a keen understanding of statutory regulations and organizational dynamics to effectively lead and manage HR and payroll functions in alignment with the organization's goals and objectives.

7. CONSTRAINTS FRAMEWORK AND BOUNDARIES

  • Public Service Management Act
  • Public Service General Orders 2014
  • NEC Decisions
  • Circular Instructions

8.CHALLENGES

9.QUALIFICATIONS, EXPERIENCES, SKILLS AND COMPETENCIES

(a) Qualifications

The Essentials

  • Bachelor's degree in Human Resources, Education, Information Technology, or a related field.
  • Relevant Certification in the Ascender Pay Integrated HR/Payroll System Train-of-Trainers or System Module Training
  • 7 or more years as an Ascender Pay IHRP System User (Configuration Level)

(b) Work Experience

  • Extensive experience in human resources management and payroll administration, with a focus on integrated HR and payroll systems.
  • Proven track record of leadership in managing large-scale HRIS and payroll system implementations or upgrades.
  • Experience in public sector or government settings would be advantageous.
  • Experience in building and leading high-performing teams, fostering a culture of collaboration, innovation, and continuous improvement.

(c) Knowledge

  • In-depth knowledge of HR and payroll processes, regulations, and compliance requirements specific to the public service sector.
  • Familiarity with statutory regulations related to taxation, labor laws, benefits administration, and data protection.

(d) Skills & Competencies

Technical Skills:

  • Proficiency in HRIS and payroll software systems, including experience with integrated platforms such as SAP Success Factors, Workday, Oracle HCM Cloud, or similar systems.
  • Strong understanding of database management, data integration, and system configuration principles.
  • Ability to troubleshoot technical issues, coordinate system testing, and ensure data accuracy and integrity.

Leadership and Management Skills:

  • Strong leadership abilities with experience in leading cross-functional teams, managing projects, and driving strategic initiatives.
  • Excellent communication, negotiation, and stakeholder management skills, with the ability to engage with senior executives, department heads, and external partners.

Analytical and Problem-Solving Skills:

  • Analytical mindset with the ability to analyze complex data, identify trends, and make data-driven decisions to improve HR and payroll processes.
  • Strong problem-solving skills to address system issues, optimize workflows, and enhance system functionality.

Project Management:

  • Project management certification (e.g., PMP, PRINCE2) would be beneficial, demonstrating proficiency in managing project timelines, budgets, and resources effectively.

Job Type:

Full Time

Language Requirements:

English

Salary(per annum):

K107372.00

Job Location:

Waigani

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