Assistant Manager, Global Payroll

#WeAreCrowdStrike and our mission is to stop breaches. As a global leader in cybersecurity, our team changed the game. Since our inception, our market leading cloud-native platform has offered unparalleled protection against the most sophisticated cyberattacks. We're looking for people with limitless passion, a relentless focus on innovation and a fanatical commitment to the customer to join us in shaping the future of cybersecurity. Consistently recognized as a top workplace, CrowdStrike is committed to cultivating an inclusive, remote-first culture that offers people the autonomy and flexibility to balance the needs of work and life while taking their career to the next level. Interested in working for a company that sets the standard and leads with integrity? Join us on a mission that matters - one team, one fight.
About the Role:
CrowdStrike is looking for Assistant Manager - Global Payroll as our payroll team is expanding. This position is designed for a strong team contributor, analytically strong, numbers driven, detail-oriented Payroll leader to support our International Payroll team in our SSC-Pune, India.
The candidate is required to be a team player and willing go extra mile to ensure our Global payrolls and Projects are completed within timelines. This is a fast-paced, dynamic role and would require engaging in challenging responsibilities as our organization continues to grow in both size and complexity. This role will be a key part of the successful growth of the payroll department and located in our office in Pune, India.
What You'll Do:
Governance & Compliance:

• Interpret corporate governance policies for execution to ensure compliance on roles, corporate brand image, accountabilities, and responsibilities of employees.
• Undertake reporting and corrective action to resolve governance issues in accordance with organizational guidelines.
• Code of corporate governance
• Operational plans for achieving compliance to corporate governance policies.
• Techniques to implement operational plans.
• Roles, accountabilities, and responsibilities of employees in corporate governance
• Operationalize and manage corporate governance policies.
• Translate corporate governance policies into roles, accountabilities, and responsibilities of employees.
• Develop processes to operationalize the corporate governance policies for the business units.
• Communicate corporate governance policies to relevant stakeholders in accordance with organizational procedures to facilitate organizational compliance.
• Evaluate compliance with corporate governance policies to identify existing or potential areas of non-compliance to determine appropriate follow-up actions.
• Keep abreast of the latest legislative and regulatory requirements applicable to the organization by subscribing to various information channels to maintain updated knowledge and organizational compliance.
• Facilitate the internalization of corporate governance within the organizational culture.

Operational / Process Excellence:

• Review root cause of performance gaps and recommend process improvement plans.
• Collaborate with stakeholders to get a validation for the findings collected.
• Present ideas to relevant stakeholders for feedback to improve ideas and develop possible variations.
• Provide support on service delivery and SLA maintenance to key stakeholders.
• Suggest actions for service recovery or improvement of service levels.
• Expertise in regulatory requirements relating to all processes, directly or indirectly impacting the external environment.
• End to end knowledge of resource assessment and deployment methods
• Business environment issues and impacts to be considered in developing process improvement concepts.
• Use cases of generating and translating process improvement ideas into workable solutions
• Deep understanding of service monitoring methodologies and tools
• Relevant and reliable industry and business benchmarks (National and Global)
• Evaluate business function performance to identify and develop opportunities for process improvement.
• Develop plans for the implementation of improvements and optimization of processes.
• Evaluate service delivery performance against agreed SLA requirements.
• Conduct pilot testing/ prototyping to determine effectiveness of process improvement initiatives within a business unit and drive continuous refinement.
• Act upon internal and external feedback and furnish regular updates.
• Make recommendations to enhance input and output metrices for processes.

Payroll Management:

• Review payroll and related administration reports
• Implement annual review cycles as per plan.
• Engage with authorized parties to obtain approval for payments.
• Industry codes of practice related to payroll management.
• Organizational policies and procedures impacting payroll requirements.
• Models and methods for managing payroll systems.
• Market trends and developments related to payroll management and processing.
• Identify legal and regulatory requirements impacting payroll management activities.
• Align payroll management activities with legal and regulatory requirements.
• Engage stakeholders to obtain approval on payroll administration procedures.
• Liaise with organizational departments to obtain payroll information.
• Verify payroll calculations and documentation to audit anomalies.
• Resolve issues related to payroll policies and procedures.
• Formulate plans for annual reviews.
• Develop processes and systems for gathering data and feedback on effectiveness of payroll programs.
• Review current payroll management trends and practices.
• Recommend improvements to payroll management processes.

Quality Management:

• Measure quality of current processes and report results
• Provide clarifications on quality-related processes and tools to relevant stakeholders.
• Review quality management infrastructure at regular intervals
• Key considerations in implementation or improvement of quality standards
• Elements of organizational quality processes goals and their alignment with overall product/service level functional goals
• Impact of customer feedback on internal quality management processes
• Latest techniques and tools for continuous quality optimization
• Improvement areas in processes to monitor compliance with quality expectations and set protocols.
• Impact of quality management processes on various business units or business processes
• Implement quality performance guidelines, procedures, and processes in the quality management plan, ensuring organization-wide understanding.
• Recommend changes to organization processes, to sustain or improve quality of products or services.
• Review the effectiveness of quality assurance processes.
• Manage maintenance of quality-related infrastructure to ensure that systems, processes, and tools are properly followed and utilized.
• Facilitate the translation of quality requirements for different business functions to specific action plans or changes in business processes.

Vendor Management:

• Collate vendors' proposals for review.
• Monitor activities and performance of vendors against contract terms and identify performance problems or contractual issues.
• Compare the costs and quality from different vendors and suppliers on products and services provided.
• Methods of evaluating vendor relationships
• Techniques for managing non-conformance in service delivery.
• Implications of contractual issues on the organization
• Cost-benefit analysis of external partnerships including comparing vendor costs and quality.
• Evaluate vendors for compliance with regulatory requirements.
• Sustain smooth interactions and relationships with vendors and/or service providers.
• Determine and set clear parameters and expectations of vendors' roles and responsibilities.
• Propose potential strategic initiatives, programs, and projects with other organizations.
• Issue Request for Proposals (RFPs) tender invitations to solicit service providers' proposals, in accordance to standard organization procedures

Stakeholders Management:

• Serve as the organization's main contact point or representative for communicating with stakeholders, addressing queries, and providing clarifications.
• Represent the company's interests when interacting with stakeholders.
• Engage stakeholders regularly to set and align expectations and activities as well as to exchange feedback.
• Comprehending stakeholder requirements and working as a bridge between stakeholder and team
• Analysis of stakeholder relationships and levels of interest, power, and impact
• Process of setting and aligning expectations
• Negotiation techniques and approaches
• Conflict resolution techniques and approaches
• Escalation procedures for handling disputes
• Analyze the complexities of stakeholder relationships and determine their level of interest, power, and impact on the organization.
• Examine stakeholder positions, agendas and priorities which may be explicitly articulated or unspoken.
• Develop a stakeholder engagement plan to guide communications with different groups of stakeholders.
• Set clear parameters and expectations of stakeholders' roles and responsibilities.
• Negotiate with stakeholders to align interests or goals and arrive at mutually beneficial arrangements.
• Investigate problems or issues encountered in stakeholder relationships.
• Review feedback from stakeholders and affected parties and recommend improvements to stakeholder management strategy.

What You'll Need:

• Bachelor's Degree and or equivalent degree
• Minimum 9- 12 years of experience with APAC & EMEA with a high-growth, fast paced environment
• Strong understanding of payroll systems, payroll statutory, earnings and deduction codes, GL mapping.
• Knowledge of ESPP, STOCK, RSU is a plus.
• Ability to handle multiple country payrolls and be proactive in a fast-paced environment with changing priorities.
• Ability to effectively communicate and provide a high level of service to internal and external customers, including all levels within the company.
• Individuals must be organized, analytical, and detail oriented.
• Experience with the following systems is preferred: Workday, NetSuite, SQL/SAP based payroll system.

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Benefits of Working at CrowdStrike:

• Remote-first culture
• Market leader in compensation and equity awards with option to participate in ESPP in eligible countries
• Competitive vacation and flexible working arrangements
• Physical and mental wellness programs
• Paid parental leave, including adoption
• A variety of professional development and mentorship opportunities
• Access to CrowdStrike University, LinkedIn Learning and Jhanna
• Offices with stocked kitchens when you need to fuel innovation and collaboration
• Birthday time-off in your local country
• Work with people who are passionate in our mission and Great Place to Work certified across the globe

CrowdStrike is proud to be an equal opportunity and affirmative action employer. We are committed to fostering a culture of belonging where everyone is valued for who they are and empowered to succeed. Our approach to cultivating a diverse, equitable, and inclusive culture is rooted in listening, learning and collective action. By embracing the diversity of our people, we achieve our best work and fuel innovation - generating the best possible outcomes for our customers and the communities they serve.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. If you need assistance accessing or reviewing the information on this website or need help submitting an application for employment or requesting an accommodation, please contact us at [email protected] for further assistance.