Compensation and Human Resources Information System Manager

Dream Finders Homes is defining the future of new home construction with its unique designs, superior quality materials, strong focus on customer satisfaction and an elite desire to be the best home builder in America. Dream Finders Homes is your dream builder, building the American Dream one home at a time.Dream Finders Homes was founded by CEO, Patrick Zalupski, in 2008. DFH is based in Jacksonville, FL, and is one of the nation's fastest growing homebuilding companies, with industry leading returns on shareholder's equity. DFH closed over 4,874 homes in 2021, an increase of 163% over the homes closed in 2020 and closed 3,150 homes in 2020, an increase of 54% over 2019. DFH builds homes in Florida, Texas, North Carolina, South Carolina, Georgia, Colorado, Virginia and Maryland. DFH achieves its industry leading growth and returns by maintaining an asset light homebuilding model. The Manager of Compensation and HR Systems is responsible for planning and executing the strategic vision for the DFH compensation, payroll, and systems functions. This position will lead governance and optimization of HR systems and administrative processes and ensure they support HR's short term and long-range goals. Supporting a Total Rewards Strategy, this position will develop, implement, and manage the compensation structure and bonus and merit process, and support group benefits and leave programs that tie into the overall employee health and welfare program to ensure that offering remains innovative, cost effective, compliant, and competitive in the marketplace. PRIMARY DUTIES & RESPONSIBILITIES: Manages all compensation programs and HR Systems, policies and procedures, including but not limited to job evaluation, job classification/reclassification, salary structures for all employees, and ADP program security access.Partners with Corporate and Regional Human Resources to develop policies and procedures to create a Total Rewards philosophy.Partners with both functional departments and to analyze new business mergers, acquisitions, and other opportunities by evaluating competitor compensation and benefits packages, reviewing market trends and making recommendations for appropriate pricing of labor.Recommend process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy that must be approved by appropriate leadership prior to implementation.Serve as key liaison with third parties and other stakeholders, such as payroll & operations. Use project management skills in managing projects.Oversight of employee benefits programs as it relates to payroll deductions, deductions in arrears, hiring and terminations in accordance with company, and legal requirements.Develop and implement a compensation system by researching trends that supports the organization.Provides support to Human Resources and hiring managers regarding compensation.Maintain all payroll and benefits records in compliance with legal requirements and company policies.Ensures payroll status changes and benefits enrollments are maintained in the payroll system.Coordinate and maintain relationships with vendors and 3rd party providers.Responsible for approving payroll registers, billing and payments.Meet with corporate leadership regarding benefits and compensation policies and procedures.The Compensation & HR Systems manager will oversee and supervise the organization's payroll functions, ensuring pay is processed on time, accurately, and in compliance with government regulations.Implements, maintains, and reviews payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions.Coordinate with HR to ensure accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates.Prepares and maintains accurate records and reports of payroll transactionsEnsures compliance with federal, state, and local payroll, wage, and hour laws and best practices.Ensure state and local tax information is setup correctly in ADP and monitor reporting for discrepancies.Oversee the entry of Commissions and Journal Entries and approval of the JE into the GLIdentifies issues and recommends updates to payroll processing software, systems, and procedures.Maintain accurate account balances and detailed records documentation for auditors.Reconciles Payroll Quarterly Annual Reports generated in ADP to Tax Reports filed on behalf of the company(ies) by ADPPrepares Payroll v. Cash Reconciliation and Journal Entries for Accounting Department and resolve identified issuesResolve discrepancies resulting from Payroll v. Cash ReconciliationReport & Reconcile 401k contributions ensuring that employee match, loan repayments and deductions are configured correctly in ADP & 401(k) and assist with audit processCompile Division/Department payroll reports for C-Suite, Division Presidents, Finance and Accounting as requested.Manage and resolve errors in reporting related to prior payroll processing issues with ADP and acquisitions of H&H and VPHFacilitate the movement of new acquisition employees into DFH payroll systems and provide training as neededSetup and monitor employee repayment agreements for missed benefit deductionsLead year-end payroll processes: company specifications, compliance activities, W-2 & 1099 preparation, processing and distributionResearch and respond to payroll and benefit related inquiries from internal and external sourcesDevelop written policies and procedures, incorporating generally accepted accounting principlesBackup Specialist in payroll processing as neededContributes to team effort by accomplishing related results as needed.The above responsibilities are a highlight of responsibilities and not a full list.Other responsibilities may be performed as assigned. KNOWLEDGE, SKILLS, AND ABILITIESKnowledge of ADP Payroll and Security Access SystemsStrong knowledge of federal and state regulations and complianceExpert in compensation strategy and complianceExcellent multi-tasking skillsStrong collaboration skills with an ability to work in a team environmentAbility to effectively manage multiple projectsAbility to plan for and execute planned improvements and action itemsOrganizational, oral, written, and listening skillsEffective interpersonal communication across various levels of the organization and with external customers and vendorsAbility to read, analyze and interpret financial reports, business documents, professional journals, technical procedures, or governmental regulationsKnowledge of ACA, DOT, OSHA, and other related regulationsStrong leadership, coaching and motivational skillsProficient computer skills MINIMUM REQUIREMENTSBachelor's Degree in Business Administration or closely related field from an accredited college or university.Master's Degree in Business Administration preferred with focus in human resources, compensation and/or benefits.Minimum of ten (10) years' experience in human resources with at least five (5) years managing Benefits and Compensation administration.Minimum of three (3) years' experience in a senior management capacity.Certifications: CCP (Certified Compensation Professional), CBP (Certified Benefits Professional), CEBS (SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) or similar certification is a plus. MACHINES, TOOLS, EQUIPMENT AND SOFTWARE USED:Usual office equipment including computer, phone, fax machine, copier and calculatorMS Office including Word, Excel and OutlookCompany system applications (ex. ADP, HRIS)Standard office software such as ExplorerOther software as applicable (MS Office applications) WORK ENVIRONMENT:Usual office environmentMay require travel to multiple sites occasionally or during merger/acquisition TYPICAL PHYSICAL DEMANDS:Ability to organize various office systems through adjusting, connecting, lifting, pulling, pushing, bending or folding for the purpose of proper records development and/or managementAbility to use a computer and related devices, such as a keyboard or mouse or other related equipment, throughout the workday while seated at a desk or workstation This document describes the minimum, essential duties, responsibilities, skills, abilities, effort, and working conditions of the position. It in no way implies that these are the only functions to be performed by the incumbent. Workers are required to follow any other job-related instructions and to perform any job-related functions requested by a supervisor or manager. Successful performance requires that the incumbent possess and utilize the abilities and skills described. All functions are subject to reasonable modification to accommodate individuals with disabilities. Some functions may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or others. Equal Opportunity Employer