Jobs in Des Moines, United States

Location: Negotiable (Remote)

The Payroll Operations Technical Project Manager oversees and manages the project implementation work for V&A activity onto payroll systems and company process flows, which includes configuration, development, collaborating and coordination with multiple teams, process documentation, communications and support. They manage implementation timeline, cost tracking, resource allocation, reporting, status updates to leadership. This role requires strong collaboration skills, the ability to meet deadlines, and a commitment to maintaining high-quality standards and an excellent employee experience.

• Project management tracking of all resources, requirements, design and configuration of the Dayforce solution

• Setting and managing timeline, risks, costs

• Communicating status updates and dashboards to the Program Manager and Senior Manager

• Minimum of 5 years' Project Management experience – preferably in a large multi-business company Payroll, Finance, Tax, Accounting

• Minimum of 5 years' Payroll processing experience

• Minimum of 3 years' HR Payroll Data experience

• Dayforce Functional and Technical experience

• Experience working with Federal, State & local payroll tax exp

• Experience with Workday

• Proficiency with MS Office Suite - Excel, Word, PowerPoint

• Program Management, Project Management, Process Improvement, Test Execution and Management, Change Management, Dayforce

• Advanced project management and knowledge of agile methodology

• Ability to lead and facilitate workshops and sessions

• Ability to translate business needs into functional and technical requirements

• Ability to identify and problem solve issues and resolving roadblocks effectively

• Skilled at overseeing and implementing changes in organizational structure, processes, or procedures

• In-depth understanding of Dayforce includes Core HR and Data, Workforce Management, Payroll

• Solid understanding of end-to-end Payroll process, calculation, and services

• Proven ability to work independently as well as in a team environment

• Experience with fostering collaboration across teams, providing clear direction, delegating tasks efficiently

• Ability to work closely with third-party vendors

• Follow established policies, procedures, and methods

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired in California, Colorado, District of Columbia, Illinois, Maryland, Minnesota, New Jersey, New York or Washington as set forth below.

We accept applications on an on-going basis and there is no fixed deadline to apply.

Information on benefits is here. (https://www.accenture.com/us-en/careers/local/total-rewards)

Role Location Annual Salary Range

California $73,800 to $150,100

Colorado $73,800 to $129,700

District of Columbia $78,500 to $138,100

Illinois $68,300 to $129,700

Minnesota $73,800 to $129,700

Maryland $73,800 to $129,700

New York/New Jersey $68,300 to $150,100

Washington $78,500 to $138,100

We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment.

Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities. Read more here (https://www.accenture.com/us-en/about/inclusion-diversity/us-workforce)

Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation.

All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.

Accenture is committed to providing veteran employment opportunities to our service men and women.

For details, view a copy of the Accenture Equal Employment Opportunity and Affirmative Action Policy Statement (https://www.accenture.com/content/dam/accenture/final/accenture-com/document/Annual-Policy-Statement-Regarding-EEO-2023-Applicant.pdf#zoom=50)

Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email (https://www.accenture.com/us-en/about/contact-us) or speak with your recruiter.

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.