Payroll/Accounting Manager

MONARCH COMMUNITIES

Position Description — Payroll Accounting Manager

Title

Payroll Accounting Manager — hybrid payroll manager / accountant role

Reports to

Jointly: VP of Accounting (GL, controls, vendor-financial governance) and VP of Human Resources (employee experience, HR data, compliance)

Direct reports

Payroll Specialists

Scope

37 senior living communities (NJ, NY, PA, DE, MA, CT) + corporate entities (BLM, ManCo); bi-weekly and weekly cycles; Workday Payroll with OneSource Virtual services

Status / Location

Full-time, exempt; [location/hybrid TBD]

Salary Range: $100,000 - $115,000 Yearly

Position summary

The Payroll Accounting Manager owns Monarch Communities' payroll function end-to-end: every pay cycle, the accounting integration behind it, the OneSource Virtual partnership around it, and the transition that stands it up. This is a hybrid payroll manager / accountant role. Beyond running payroll as a managed operation, the position renews the operating model: designing the standardized intake, onboarding, and position-setup workflows that define what payroll requires; establishing clear, well-supported input ownership at the community level; and owning the accounting architecture beneath payroll — GL mapping, and portfolio-wide corporate and regional salary allocations. The role brings a manual, distributed process under a single point of ownership, so that leadership, legal, and operations are consulted by exception rather than by default.

Essential responsibilities

Payroll operations ownership

• Own end-to-end execution of all pay cycles — community and corporate (BLM/ManCo), on-cycle and off-cycle — in Workday, at the contracted OSV service tier.
• Publish and enforce the payroll calendar, input deadlines, and audit/confirm checkpoints across 37 communities.
• Supervise, develop, and balance workload across Payroll Specialists (where staffed); own error resolution and root-cause fixes.
• Establish and maintain payroll process documentation, controls, and business-continuity coverage.
• Design and implement standardized intake and onboarding forms and workflows — new hire setup, status changes, and new position requisitions — that define the data payroll requires at the source.
• Support clear timesheet ownership at the community level: publish and enforce input standards, provide tools and training, audit and report compliance, and partner with operations leadership to address recurring non-compliance — with payroll operating in an audit-and-advise role rather than re-performing inputs.

Accounting integration

• Own payroll GL configuration in Workday and mapping to Yardi Voyager; produce and validate payroll journal entries, accruals, and billbacks in partnership with the accounting team.
• Reconcile payroll bank/clearing accounts; support month-end close, intercompany allocations, and audit requests.
• Own the payroll GL mapping table: identify and resolve missing or incorrect GL mappings; maintain mapping integrity as accounts, positions, and communities change.
• Facilitate setup of new corporate positions — GL coding, entity assignment (BLM/ManCo), and allocation design established at position creation rather than corrected after the fact.
• Design, document, and maintain portfolio-wide corporate and regional salary allocation methodologies across communities and entities, in partnership with the VP of Accounting.

Vendor & compliance management

• Serve as primary relationship owner for OneSource Virtual: OSVSupport case queue, SLA tracking, OSVAtmosphere monitoring, quarterly tax balancing review, and formal escalation.
• Own multi-state payroll tax posture: POA/TPA status, SUI rates, jurisdiction setup/closure decisions, and agency notice resolution across six states.
• Oversee garnishments, W-2 season, and year-end; coordinate unemployment claims handling (directly or via OSV's optional service).

Reporting & labor analytics partnership

• Serve as the payroll reporting partner to the Finance team: run, create, and maintain Workday payroll reports feeding portfolio labor metrics (hours, overtime, premium pay, labor cost) — fulfilling reporting requests directly, and acting as liaison to OSV and Workday when new builds or data extracts are required.
• Produce the monthly community payroll input scorecard (timesheet approval timeliness, edit volume, post-cutoff changes, off-cycle volume) for EDs/BOMs, with portfolio roll-ups routed to RDOs through field operations governance.
• Maintain a defined intake-and-turnaround standard for ad hoc payroll data requests from finance, HR, and operations, replacing today's informal request channels.

Implementation & project management

• Serve as customer-side lead for OSV enablement (Oct–Dec 2026): readiness workbook, banking and tax discovery, configuration validation, penny test, parallel runs, and first live payroll.
• Own the CBIZ exit workstream: historical data-extraction SOW, final reconciliation, and termination sequencing coordinated with the transition timeline.
• Post-go-live: own continuous improvement, pay-frequency and process-harmonization evaluations, and periodic OSV tier-fit reviews.

Qualifications

• Bachelor's degree in Accounting or Finance required. 5–8+ years progressive payroll and/or payroll accounting experience; multi-state and multi-entity required (1,000+ employee scale strongly preferred).
• Demonstrated GL/accounting fluency required — journal entries, account mapping, cost allocations, reconciliations, close support; Yardi exposure a plus.
• Demonstrated experience designing payroll processes — intake forms, input standards, position-setup workflows — and driving field/manager accountability for data quality.
• Workday Payroll experience strongly preferred, including Workday report writing (custom reports, calculated fields); experience with a managed-payroll or BPO vendor relationship (OSV, CBIZ, ADP Comprehensive, etc.) a significant plus.
• Payroll or HRIS system implementation experience; comfort owning a project plan with external partners.
• CPA, CPP, or FPC a plus. Senior living, healthcare, or hospitality industry experience a plus (shift differentials, weekly cycles, high hourly population).
• Working knowledge of multi-state wage & hour and payroll tax compliance (NJ, NY, PA, DE, MA, CT).

Success measures (first 12 months)

• On-time, in-full go-live 1/1/2027 with clean parallel-run results and zero missed pay dates.
• Leadership/legal/ops involvement in routine payroll reduced to exception-only within two quarters of go-live.
• Documented end-to-end payroll procedures and control checklist in place by go-live.
• Standardized intake/onboarding forms and new-position setup workflow live by go-live; community timesheet approval compliance measured and reported monthly, with recurring non-compliance visible for operations follow-up and payroll's input support transitioned from hands-on correction to audit-and-advise within two quarters.
• Payroll GL mapping gaps resolved; corporate and regional salary allocation methodology documented, approved, and operating by first quarter-end post-go-live.
• Payroll-to-labor-metrics reporting package operational with Finance by first quarter-end post-go-live; community payroll input scorecard published monthly and routed to RDOs per the agreed governance cadence.
• OSV case aging within SLA; quarterly tax balancing reviewed and signed off each quarter.
• CBIZ exit completed cleanly: historical data secured before termination, final reconciliation closed, no records-access disruption through first W-2 season.

Benefits Offered (Full Time):

• Health Insurance: Medical/Rx, Dental, and Vision
• Ancillary Benefits: Life Insurance/AD&D, Short Term Disability and Long-Term disability
• Basic Life & Accidental Death & Dismemberment (AD&D) Insurance
• FSA (Commuter/Parking)
• Employee Assistance Program (EAP)
• 401(k) Retirement with Company Match
• Paid Time Off (PTO) and Holidays
• Tuition Reimbursement

Other Compensation Programs:

• Employee Referral Bonus
• Resident Referral Bonus

Equal Opportunity Statement:

Monarch Communities and Brandywine Senior Living is an Equal Opportunity Employer.

We comply with all applicable federal, state, and local laws. We celebrate diversity and are committed to creating an inclusive environment for all employees.