Assistant Manager, Global Payroll

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.

#LI-HM1

#LI-SM1