Job Description

Department of Personnel Management

Designation : Executive Manager-HR Payroll System Governance & Training (Code- DPM 14-7)

Job Description / Responsibilities:

 

  1. IDENTIFICATION

AGENCY:

Department of Personnel Management

SYSTEM POSITION# (10-Digits):

 

REF#:

DPM14-7

OFFICE:

Office of the Public Service HR/Payroll Services

DESIGNATION/CLASSIFICATION:

Executive Manager/Grade 18

DIVISION:

HR/Payroll System Governance & Training

LOCAL DESIGNATION:

Executive Manager - HR/Payroll System Governance & Training

BRANCH:

 

REPORTING TO:

Director

SYS POS# (10-Digits):

 

REF#:

DPM14-1

SECTION:

 

LOCATION:

Central Government Office, Level 3, Waigani, NCD
       

HISTORY OF POSITION

 

 

FILE REFERENCE

DATE OF VARIATION

DETAILS

 

 

 

2.     PURPOSE:

The Executive Manager - HR/Payroll System Governance & Training Division is a strategic leadership role responsible for ensuring the integrity, accountability, and compliance of government payroll operations through robust governance frameworks and continuous monitoring. The primary function of this position is to provide oversight and leadership on payroll monitoring, ensuring that all government agencies operate within their approved fortnightly expenditure thresholds. In addition, the role is central to coordinating and overseeing all skills development and training programs related to the Ascender Pay Integrated HR/Payroll System (IHRPS), ensuring that system users across the public service are adequately trained, certified, and supported. This position plays a pivotal role in strengthening payroll governance, building institutional capacity, and promoting financial discipline across the Whole-of-Government HR/Payroll environment.

3.     DIMENSIONS:

This role contributes directly to the Government’s effort to improve fiscal discipline and accountability in the management of public service payroll. By ensuring compliance with payroll expenditure ceilings and driving capacity building through training, the Executive Manager supports a workforce that is both financially sustainable and system-competent.

4.     PRINCIPLE ACCOUNTABILITIES:

A. Payroll Governance and Monitoring

  • Lead whole-of-government payroll monitoring and compliance across all public sector agencies to ensure adherence to fortnightly payroll expenditure ceilings.
  • Develop and oversee implementation of system-based audit trails, payroll integrity checks, and exception reporting frameworks.
  • Provide strategic advice to the Secretary and Minister on payroll expenditure risks, cost overruns, and non-compliance.
  • Coordinate inter-agency engagements to address irregularities and enforce corrective actions.

B. Ascender Pay IHRP System Oversight

  • Provide strategic guidance on the operation, configuration, and enhancement of the Ascender Pay IHRP System.
  • Lead the establishment of robust controls to manage user access, segregation of duties, and data protection protocols.
  • Oversee periodic system health checks and configuration audits.

C. Capacity Building and Training

  • Lead the planning, development, and delivery of national training programs and system user certifications for HR/Payroll personnel.
  • Coordinate the use of the dedicated training environment to strengthen technical capabilities in HR/payroll business processes.
  • Build a community of practice and knowledge-sharing platform for system users across national and sub-national agencies.

D. Strategic Coordination and Stakeholder Engagement

  • Act as the Secretariat focal point for engagement with the Department of Finance, Treasury, Department of ICT, PHA’s and provincial administrators on payroll issues.
  • Coordinate and chair inter-agency working groups and system user groups.
  • Represent DPM in national forums on payroll governance, public finance reform, and workforce digitalization.

E. Policy and Reform Leadership

  • Lead development and review of policies, guidelines, and standards related to payroll system governance and business process automation.
  • Contribute to national reform initiatives, including the automation of General Orders and performance-based budgeting controls.

5. MAJOR DUTIES:

  • Payroll Monitoring & Threshold Compliance
    • Oversee fortnightly payroll monitoring and ensure all agencies operate within their expenditure thresholds as set by the Department of Personnel Management.
    • Coordinate the development and implementation of a payroll exception reporting system to flag anomalies, breaches, or overpayments.
    • Advise the Director on systemic issues, financial risks, and mitigation strategies related to payroll compliance.
  • System Governance & Integrity
    • Enforce appropriate user access controls and system permissions, ensuring that segregation of duties is observed and user abuse is prevented.
    • Lead the governance structure for the Ascender Pay IHRP System including audit trails, configuration controls, and user accountability.
    • Conduct periodic system configuration reviews and provide policy direction on system enhancements.
  • Training & Skills Development
    • Develop and manage a national training framework for Ascender Pay IHRP users across all HR/Payroll functional areas.
    • Oversee curriculum design, module delivery, certification, and assessment using the dedicated training environment.
    • Build institutional HR and payroll technical capabilities in national and sub-national agencies.
  • Strategic Coordination
    • Serve as a coordination point between the Department of Finance, Department of Treasury, Department of ICT, PHA’s and provincial agencies on system-related matters.
    • Facilitate inter-agency forums, working groups, and quarterly user group conferences.
    • Ensure that system reforms and payroll business process changes are communicated, adopted, and monitored across the government.
  • Policy Development & Reform Implementation
    • Lead the development of policies and guidelines relating to HR/Payroll System Governance and User Training.
    • Drive the implementation of General Order reforms such as the automation of General Order 3 and other related modules.
    • Contribute to the design of broader HR modernization initiatives in line with the Digital HR Transformation Program.
  • Reporting & Performance Management
    • Provide fortnightly, monthly, and quarterly compliance reports to the Deputy Secretary and Secretary.
    • Track performance of agencies against payroll targets and training compliance.
    • Ensure high-quality data and dashboards are maintained to support executive decision-making.

6. NATURE AND SCOPE:

The nature of the role involves overseeing and managing HR and payroll support services utilizing the Ascender HRM Payroll System across various government agencies and departments within the GoPNG. The scope encompasses strategic leadership, operational management, stakeholder engagement, policy development, and performance management to ensure the effective delivery of HR and payroll services in alignment with organizational goals and regulatory requirements

6.1 Working Relationship:

(a) Internal: Collaborate with internal stakeholders such as government agencies, departments, and HR/payroll teams to provide strategic direction, guidance, and support in delivering HR and payroll services utilizing the Ascender HRM Payroll System.

(b) External: Engage with external partners, including Ascender HRM Payroll System vendors, industry associations, and regulatory bodies, to stay informed about best practices, industry trends, and regulatory requirements impacting HR and payroll services.

6.2 Work Environment:

  • Operate within an office environment, leading and managing the HR/payroll support team to deliver high-quality services utilizing the Ascender HRM Payroll System to government agencies and departments.
  • Utilize the Ascender HRM Payroll System and other tools, technologies, and systems to support HR and payroll operations, ensuring accuracy, timeliness, and compliance with regulatory requirements.

7. CONSTRAINTS FRAMEWORK AND BOUNDARIES:

  • Operate within allocated budgetary constraints and resource limitations, optimizing the use of available resources to achieve operational objectives and deliver cost-effective HR and payroll support services utilizing the Ascender HRM Payroll System.
  • Adhere to established policies, procedures, and regulations governing HR and payroll practices, ensuring compliance with legal and regulatory requirements.

8. CHALLENGES:

  • Addressing the challenge of managing HR and payroll support services for a diverse and geographically dispersed workforce, ensuring consistent service delivery and compliance across different government agencies and departments utilizing the Ascender HRM Payroll System.
  • Managing stakeholder expectations and balancing competing priorities while maintaining a focus on delivering high-quality HR and payroll services that meet the needs of the GoPNG.

9. QUALIFICATIONS, EXPERIENCE, AND SKILLS:

(a)   Qualifications:

  • Bachelor's degree in Human Resources Management, Business Administration, Information Technology, or a related field. Advanced degree or professional certifications such as Certified HR Professional, Certified Payroll Professional, or equivalent are highly desirable.

(b)  Knowledge:

  • Thorough understanding of HR and payroll principles, practices, and regulations. Proficiency in the functionality and configuration of the Ascender HRM Payroll System or similar payroll software. In-depth knowledge of relevant legislation, such as labor laws, taxation regulations, and data protection laws.

(c)   Skills:

  • Strong analytical and problem-solving skills, with the ability to interpret complex HR and payroll data and provide actionable insights. Excellent communication and interpersonal skills to effectively engage with stakeholders at all levels. Proficiency in project management, including planning, organizing, and executing HR and payroll initiatives.

(d)  Work Experience:

  • Minimum of 8-10 years of experience in HR and payroll management roles, with at least 5 years in a leadership or managerial capacity. Proven track record of successfully managing HR and payroll operations, preferably in a public sector or large organizational setting. Experience with the implementation and maintenance of payroll systems, including system configuration, troubleshooting, and user support.

 

Job Type:

Full Time

Language Requirements:

English

Salary(per annum):

K73138.00

Job Location:

Waigani

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