Description

Summary 
The Senior People Systems, Compensation & Payroll Business Partner serves as a strategic advisor and technical expert in HR systems, payroll operations, and total rewards. This position leads the design, administration, and optimization of human resources information systems (HRIS), leave management, payroll processing, and compensation programs. The role ensures accurate and compliant payroll administration, fair and consistent compensation practices, and effective data systems that support agency operations and decision-making. As a key partner to HR leadership, Finance, and internal stakeholders, the position balances operational excellence with forward-looking strategic support. 

Build the people infrastructure that keeps public service moving.

Prosper Portland is a public sector employer and economic development agency serving Portland. We’re hiring a Senior People Systems, Compensation & Payroll Business Partner to strengthen and modernize the operational backbone of our People function. This role sits at the intersection of HR systems, compensation administration, payroll accuracy, and compliance - partnering closely with Finance, IT, and HR colleagues to ensure our practices are efficient, auditable, and employee-centered. 

You’ll lead day-to-day ownership of key people systems and workflows, support compensation practices and position changes, and help ensure payroll and data integrity across the employee lifecycle. If you’re the person who sees a messy process and immediately starts mapping a better, one—this is your lane.

Note: We are accepting applications until 03/01/2026.

What you’ll do:

• Own and optimize HRIS/people system processes, reporting, and data governance
• Partner on compensation administration (job documentation, pay practices, internal alignment)
• Support payroll coordination, controls, and issue resolution (accuracy, timeliness, audit readiness)
• Build workflows, documentation, and training so managers and employees can self-serve with confidence
• Translate policy and labor/contract requirements into practical, repeatable processes 

Why this role 

• High-impact work that improves employee experience and operational integrity in the public sector
• Visible partnership across the agency with meaningful autonomy
• Opportunity to help shape systems improvements and future-state tools 

Functions and Responsibilities 

People Systems (HRIS) 

• Serve as lead administrator and technical expert for the agency’s HRIS and related platforms (e.g., UKG).
• Manage system configurations, user roles, integrations, and regular upgrades in partnership with IT and external vendors.
• Ensure data accuracy, system compliance, and reporting capability across all HR systems.
• Coordinate, implement, and track employee use of leave, including protected leave such as FMLA, OFLA, and OPL.
• Develop custom reports and dashboards to support workforce analytics, compliance, and strategic planning.
• Provide end-user support and training across the agency. 

Payroll Administration 

• Oversee the accurate and timely processing of biweekly payroll, ensuring compliance with applicable laws, internal policies, and labor agreements.
• Audit payroll reports and resolve discrepancies related to timekeeping, leave, deductions, and compensation changes.
• Partner with Finance on payroll reconciliation, employee vendor updates in Microsoft Dynamics, tax filings, audits, and year-end reporting (e.g., W-2s).
• Maintain payroll documentation and standard operating procedures.
• Provide technical guidance and training to HR and agency staff on payroll processes and related systems

Compensation & Classification 

• Administer the agency’s classification and compensation program, ensuring alignment with internal consistency, labor agreements, and market data. 
• Conduct job evaluations, salary benchmarking, and FLSA assessments.
• Prepare compensation recommendations and documentation for reclassifications, new hires, and promotions.
• Support collective bargaining efforts with compensation data and analysis.
• Coordinate annual equal pay compliance reviews and develop tools for tracking compensation trends.

HR Data & Analytics 

• Analyze and synthesize HR, payroll, and compensation data to identify trends, gaps, and opportunities.
• Deliver workforce reports that support budgeting, organizational planning, and HR strategy.
• Support audit, compliance, and reporting requirements related to HR, payroll, and compensation. 

HR Business Partner Collaboration

• Partner with HRBPs and Talent Acquisition on job postings, pay decisions, and organizational structure changes.
• Contribute to the performance evaluation and merit increase process through data coordination and systems oversight.
• Recommend improvements to policies and procedures that enhance operational consistency, compliance, and efficiency. 

Scope 
This position operates at both strategic and operational levels, providing direct oversight of payroll processing, HR systems management, and compensation programs for the organization. The role has high impact on compliance, employee experience, and fiscal accountability. It works closely with HR leadership, Finance, union representatives, and all levels of staff. 

Competencies 

• Payroll Accuracy & Compliance: Ensures accurate, timely payroll processing and adherence to applicable laws, regulations, and labor agreements; implements controls and resolves exceptions.
• Data Integrity & System Optimization: Maintains high-quality data and system configuration; improves workflows through documentation, automation, and continuous process refinement.
• Strategic Thinking & Problem Solving: Uses data and stakeholder input to diagnose issues, assess risk, and implement practical, sustainable solutions aligned with agency needs.
• Confidentiality & Ethics: Handles sensitive employee and financial information with discretion; applies sound judgment, integrity, and policy compliance.
• Collaboration & Communication: Builds effective partnerships across HR, Finance, IT, managers, and staff; communicates clearly and provides training and support.
• Fair & Consistent HR Practices: Applies consistent standards and transparent processes that support equal pay compliance and accessible HR services.
• Project & Time Management: Plans and manages competing priorities; sets milestones, tracks deliverables, and meets deadlines in a high-volume environment. 

Minimum Education, Training and/or Experience 

Minimum Qualifications: 

• Five (5) years of progressive experience in HR systems administration, payroll, and compensation/classification.
• Demonstrated experience administering payroll systems and processes in compliance with applicable labor and tax laws.
• Strong analytical skills and experience developing HR and payroll reports and dashboards.
• Experience with HRIS platforms (e.g., UKG, Workday and similar platforms).  

Preferred Qualifications: 

• Certified Payroll Professional (CPP), SHRM-CP/SCP, or Certified Compensation Professional (CCP).
• Experience in a unionized, public sector, or nonprofit environment.
• Familiarity with Human Resources and Finance compliance analysis and public agency compensation structures.
• Demonstrated commitment to professionalism, confidentiality, and consistent, respectful workplace practices. 

Physical Requirements 
Position requires ability to remain in a stationary position for extended periods of time along with the ability to frequently move throughout the office. Position often uses a computer and other standard office equipment. Position must communicate and interact with internal and external stakeholders often regarding complex issues. 

Working Conditions 
Normal working hours Monday through Friday [8 AM – 5 PM] in a combination of in-person and remote work; however, additional hours will regularly be needed to meet deadlines. Early morning, evening, and weekend meetings may be necessary. Position may travel to external meetings, properties, or events and may occasionally travel out of the metro area. Assigned work is often politicized, shifting, and complex, which sometimes necessitates working under stressful conditions. 

Requirements

Minimum Qualifications: 

• Five (5) years of progressive experience in HR systems administration, payroll, and compensation/classification.
• Demonstrated experience administering payroll systems and processes in compliance with applicable labor and tax laws.
• Strong analytical skills and experience developing HR and payroll reports and dashboards.
• Experience with HRIS platforms (e.g., UKG, Workday and similar platforms).  

Preferred Qualifications:

• Certified Payroll Professional (CPP), SHRM-CP/SCP, or Certified Compensation Professional (CCP).
• Experience in a unionized, public sector, or nonprofit environment.
• Familiarity with Human Resources and Finance compliance analysis and public agency compensation structures.
• Demonstrated commitment to professionalism, confidentiality, and consistent, respectful workplace practices.