Site: The General Hospital Corporation

Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.

Job Summary:

This is a full-time role, 40 hours / week.Primary point of contact for managing retroactive pay and retroactive funding calculations and issues identifies and adhering to best practices in payroll accounting. This role will interact with several points of contact in the Research, Finance, and Payroll organizations, and may also be called upon to work with executive leadership at times. Proactively address the demands of each organization routinely applying combined complex analytic, accounting, and problem-solving skills to all requests processed through this team.

Qualifications:

Essential Functions-Manage Workday unsupported retroactive costing allocations for CAPAS (Costing Allocations and Payroll Accounting Solutions), inclusive of analyzing, calculating, communicating, and entering into Workday any unsupported retroactive transactions that require accounting adjustments to adjust labor allocations. This also includes transactions that require manual entries that are unsupported or unprocessed due to multiple pay groups. These transactions are part of the MGB CAPAS integration automation but cannot be processed in payroll due to workers having other non-supported retroactive transactions in Workday.

-Manage Workday unsupported retroactive pay for Payroll

• Manage the process of calculating, tracking, communicating to Payroll Operations, and prepping any transactions that are not processed by Workday and become manual transactions due to workers having other non-supported retroactive transactions in Workday. This includes corrections coming from the UKG (Ultimate Kronos Group) time tracking/scheduling application.

-Provides guidance, resolves issues, and helps navigate the challenges related to managing retroactive activity in a fast-paced environment with sizeable transaction volume.

-Responsible for reviewing and processing payroll and financial data from reports and queries, processing journal entries, preparing payroll payment transactions, and making sure all of this is done in a timely manner to ensure accurate reporting and payroll payments.

-Identify Workday payroll-related journal lines in error, and if possible, fix prior to payroll completion, or address by collaborating with the Payroll and Finance teams.

-Removal of Costing Allocations when a grant ends and it hasn't been done by another group. Retroactively move journaled salary expenses for terminated employees.

Experience Professional research accounting, research administration, payroll, or finance 3-5 years required

• Knowledge, Skills and Abilities- Strong analytical and critical thinking skills with the ability to research issues and process complex transactions and procedures.
• Experience in translating and communicating key analyses and assumptions to Senior Management for decision-making.
• Must be able to work independently with minimal supervision and handle complex and confidential information with discretion.
• Familiarity with accounting, fund/grant, and payroll management systems, Workday a strong plus.
• Requires strong organization and communication skills with a strong focus on customer service.

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Additional Job Details (if applicable)

Physical Requirements

• Standing Occasionally (3-33%)
• Walking Occasionally (3-33%)
• Sitting Constantly (67-100%)
• Lifting Occasionally (3-33%) 20lbs - 35lbs
• Carrying Occasionally (3-33%) 20lbs - 35lbs
• Pushing Rarely (Less than 2%)
• Pulling Rarely (Less than 2%)
• Climbing Rarely (Less than 2%)
• Balancing Occasionally (3-33%)
• Stooping Occasionally (3-33%)
• Kneeling Rarely (Less than 2%)
• Crouching Rarely (Less than 2%)
• Crawling Rarely (Less than 2%)
• Reaching Occasionally (3-33%)
• Gross Manipulation (Handling) Constantly (67-100%)
• Fine Manipulation (Fingering) Frequently (34-66%)
• Feeling Constantly (67-100%)
• Foot Use Rarely (Less than 2%)
• Vision
• Far Constantly (67-100%)
• Vision
• Near Constantly (67-100%)
• Talking Constantly (67-100%)
• Hearing Constantly (67-100%)

Remote Type

Onsite

Work Location

399 Revolution Drive

Scheduled Weekly Hours:

0

Employee Type

Temporary

Work Shift

Day (United States of America)

EEO Statement:

1200 The General Hospital Corporation is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.

Mass General Brigham Competency Framework

At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.