The Payroll Manager is a central position within the Human Resources department, guarantor of the accurate performance of payroll as well as all administrative operations relating to staff and declarations to social organizations.

The Payroll Manager guarantees compliance with the company's obligations in terms of internal and external audit / control. Responsibilities include the management of the payroll provider and others revolving around payroll, the evolution of IT and HRIS tools as well as the improvement of processes in the area under responsibility.

The Payroll Manager is also the payroll referent for the sites in case of questions

Key Accountabilities

Payroll

• Payroll supervision: Collection of payroll variables and entry of payroll variable elements
• Payroll control: guarantor of the smooth running of payroll operations and the accuracy of bulletins corrections
• Specific payroll control of CODIR members
• Calculation and control of MSS payrolls
• Calculation and control of payroll and declarations relating to expatriates and seconded workers
• Validate the DSNs
• Validate and control payroll, monthly, quarterly and annual charges, ensuring that contribution rates are accurate
• Management of Daily Social Security and Provident Indemnities
• Ensure the production of parafiscal taxes (training tax, apprenticeship)
• Produce and validate the declarations of disabled workers
• Be responsible for the reliability and quality of HR information within the scope
• Respect of deadlines: payroll schedule and social charges
• Guarantee the management of disputes, costing simulations for all reasons for leaving and production of the CERFA conventional breach as well as the respect of deadlines for deposits with DIRECCTE, compliance of payments of labor compensation
• Manage service priorities, and set up and / or improve existing processes

Payroll provider management - steering

• Coordinate with the service provider every day
• Validate invoices, manage the service budget
• Decide on requests for changes to the payroll system and implement them, set up the vital workshops
• Monthly monitoring committee with the service provider to review SLAs, problems and action plans

Work Force Administration

• Ensure that the formalities for hiring and discharging staff (DUE, DPAE, balances of any account, Pôle Emploi certificates, work certificates, etc.) are accurate and completed on time
• Establish employment contracts if needed
• Control membership in the mutual, affiliations to the various funds, as well as insurance files, work stoppages and reimbursements of daily allowances
• Ensure that the administrative management of personnel files (monitoring and filing) is organized
• Ensure the relationship with social organizations (including controls)
• Control the follow-up of occupational medicine
• Ensure that answers to employees' questions are fair and timely and take care of complex questions personally

HR reporting and HR

• Update and follow-up of ADP DGE settings
• Coordination of the opening of anomaly tickets
• Develop HRIS tools in order to optimize all management processes (digitization of HR activities) - Conduct service modernization and industrialization projects, in particular Self-Service evolutions.
• Leading major projects such as the Time and Activity Management project: needs analysis, specifications, testing phases, deployment (Workday Time)
• Payroll / Time interface: ensure that the error logs between the payroll system and Workday are analyzed to ensure that these two systems are synchronized

Legal, social monitoring and compliance with procedures

Monitor regulatory changes in France related to the Payroll and Personnel Administration perimeter, whether at the level of the law, collective agreements and company agreements / Alert the Social Relations department and jointly decide on the implementation of the changes / Ensure compliance with payroll and personnel administration methods and procedures - Write new procedures and develop existing procedures

Profit Sharing & Benefits

Calculate the distribution of the right to participation and profit-sharing / Review of legal changes related to Mutual and Provident cover, (Care access contract, zero remains to be paid etc.) together with Social Relations, costing and implementation / Contribute to projects related to social benefits: Pero device

Communication

• Decide and write all the communications necessary for employees on the payroll, holidays, RTT, meters perimeters, by informing Social Relations and local HR
• Post these communications on the Workplace Intranet
• Promote existing social benefits for company employees by setting up communication tools (eg individualized social report, employee savings account)
• Promote the Service by presenting roles and responsibilities, contacts, activities

Social management and financial services control interactions

• Calculate and guarantee the accuracy of accounting provisions (absence of leave, training tax, etc.)
• Frame social charges and other accounting accounts with the accounting department
• Produce basic data for social management control
• Send files to the accounting department on certain provisions and supporting documents at the end of each pay cycle
• Coordination with Finance to ensure compliance with accounting deadlines and for payroll budget calculations

SUPPORT Work Council queries

• Participate in negotiations having an impact on the Payroll perimeter

Tax audits, urssaf, internal audits and statutory auditors

• Guarantee compliance with the company's obligations in terms of audit / control and management of audits: preparation of supporting documents, transmission and privileged interlocutor of external bodies in the event of control, monitoring of action plans
• Contribute to the production of the information required by the Statutory Auditors for the semi-annual and annual closing (retirement indemnities, payroll journals, tax records, detail of provisions, envelope and distribution of profit-sharing, balance of any account, transactional payment) and explain and justify the data provided, payroll-accounting variations / differences.

AstraZeneca is an equal opportunity employer. AstraZeneca will consider all qualified applicants for employment without discrimination on grounds of disability, sex or sexual orientation, pregnancy or maternity leave status, race or national or ethnic origin, age, religion or belief, gender identity or re-assignment, marital or civil partnership status, protected veteran status (if applicable) or any other characteristic protected by law. AstraZeneca only employs individuals with the right to work in the country/ies where the role is advertised.

Date Posted

Closing Date

AstraZeneca embraces diversity and equality of opportunity.  We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills.  We believe that the more inclusive we are, the better our work will be.  We welcome and consider applications to join our team from all qualified candidates, regardless of their characteristics.  We comply with all applicable laws and regulations on non-discrimination in employment (and recruitment), as well as work authorization and employment eligibility verification requirements.