Remuneration Officer

**Position Number**:P00126 / P01039

**Directorate**:Strategy & Corporate Services

**Service**:People & Culture

**Location**:Katoomba HQ

**Date Created/Updated**2025

**Position Classification**:Band: 7

**POSITION PURPOSE/OBJECTIVE**

The position is responsible for in the provision of an accurate, timely and customer focused
production of Council’s payroll and ensure all relevant internal and external responsibilities
are met.

The position will work with all of the People & Culture Service to provide pro-active advice,
and support to enable the effective delivery of all payroll & remuneration activities.

**RELATIONSHIPS**

**Reports to**:Position Title Program Leader Remuneration & Employment

**Report to**:Position Number P00766

**Staff Responsibility**:N/A

**Key Internal Relationships**:People & Culture Service
Senior Leadership Team
Finance
Strategic Resource Allocation
Business Information Systems
Council employees

**Key External Relationships**:LG NSW
ATO
Super Choice
Financial institutions

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**KEY RESPONSIBILITIES**
- Responsible for in the provision of an accurate, timely and customer focused

production of Council’s payroll and ensure all relevant internal and external
responsibilities are met.
- Responsible for coordinating, running and remittance of:

- All pay runs and separate payments to ensure accuracy, timeliness and
compliance with all requirements
- End of pay, end of month, required financial reporting and in end of financial
year activities
- Responsible for superannuation and deductions monthly reconciliation & remittance
- Responsible for coordinating payroll-related workers compensation issues &
associated administration (e.g. PIAWE, payments)
- Responsible for coordinating and administrating other related conditions of

employment such as standard leave (e.g. Annual Leave), multifaceted leave issues
(e.g. excess leave, Parental leave, LWOP), change in hours, allowances etc.
- Assist with all payroll & remuneration activities by:

- proactively review, report and make recommendations to management
- participating in policy, procedural & process improvement reviews and make

recommendations for improvement & updates
- participating in projects
- monitoring and ensuring implementation of improvements & updates
- participating in and deliver employee-wide education of HRS requirements
- monitoring and ensuring compliance with payroll & remuneration activities
- ensuring practices are legally compliant and best practice
- Proactively respond to employee & management enquiries including acting as initial

escalation point for payroll issues
- Participate in remuneration & benefits, attraction & retention and incentives matters
- Assist in administration, monitoring effectiveness and updating of HRIS system and

other systems
- Coordinate Employee Self Servie and other payroll & remuneration related HRIS

aspects to ensure accuracy
- Contribute to help Council deliver its sustainability goals.

**Guiding Principles**
- We act as one organisation responding to the changing needs of our community

while protecting and enhancing our World Heritage environment
- We are strategy led, driven by our Community Strategic Plan with clear priorities and

focus
- We are service focused we continuously improve service provision and provide

excellent customer service
- We collaborate and work together to achieve our outcomes
- We ensure safety and well-being is at the centre of our organisation, operations and

culture for our employees, our community and our environment
- We are a socially, environmentally and financially sustainable organisation, living

within our means, ensuring best value resource allocation

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These Guidelines complement the Council’s adopted Values of: Work Together;
Work Safe Home safe; Service Excellence; Value for Money; Trust and Respect;
and, Supporting Community

**WORKPLACE HEALTH & SAFETY**

Ensure compliance with WHS obligations and responsibilities as outlined in Councils policies
and procedures and under the relevant WHS legislation. These include but are not limited to
identifying potentially unsafe situations or work practices and notifying your Supervisor or
Manager (or the Health, Safety Manager/Area Safety Representative); never performing a
task that you believe is dangerous or for which you do not have the experience, or have not
received appropriate instructions and training or where the correct equipment to carry out the
task safely is not available; always work in a safe manner and in accordance with safety
instructions, where applicable; use the work equipment supplied for the job, in accordance
with the manufacturer's instructions), and any personal protective equipment, which the
Council deems necessary and has provided; be safety aware and report any actions to your
line manager which will assist the Council to meet its legal workplace health and safety
obligations.

You have the right to cease or direct cessation of unsafe work. In addition y