Remuneration Officer

POSITION DESCRIPTION

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:

o All pay runs and separate payments to ensure accuracy, timeliness and

compliance with all requirements

o 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:

o proactively review, report and make recommendations to management

o participating in policy, procedural & process improvement reviews and make

recommendations for improvement & updates

o participating in projects

o monitoring and ensuring implementation of improvements & updates

o participating in and deliver employee-wide education of HRS requirements

o monitoring and ensuring compliance with payroll & remuneration activities

o 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 you are required

at all times to comply with Councils Asbestos Management Plan and Policy.

COMPLIANCE & RISK

You are responsible for ensuring that you conduct your risk management responsibilities as

described in council's Enterprise Risk Management (ERM) Policy and Procedure (the ERM

Framework) with the goal of ensuring that potential issues are identified and reported in a

timely manner.

COMMUNICATION

The Remuneration Officer communicates with a broad range of internal and external

stakeholders in the providing high level support to Council of our ongoing payroll &

remuneration needs.

JUDGEMENT & PROBLEM SOLVING

• Problems are solved by evaluating and analysing readily available information.

Judgement is important as there is often no right or wrong solution.

• Able to make decisions within the area of responsibility, with guidance and advice

available from the Program Leader Employment & Remuneration.

• Will make judgements and interpretations based on analysis of information and

situations and is responsible for improving and developing methods and techniques.

• Regular planning is required to ensure activities and resources are coordinated for

day-to-day work or that projects run to schedule.

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AUTHORITY

• Policy, processes and procedures are readily available but the jobholder is required

to choose the appropriate actions within these frameworks.

• Decisions affect the work and activities of others within the employment &

remuneration team

• Is involved in the development and maintenance of instruction, coaching and/or

training to the organisation of work standards

SKILL, EXPERIENCE, QUALIFICATIONS & BEHAVIOURAL COMPETENCIES

ESSENTIAL

• Tertiary qualification in a related field (e.g. payroll) area or equivalent experience in a

payroll & remuneration environment

• Ability to establish, coordinate and deliver end-to-end payroll & remuneration

processes in an efficient, thorough and customer focused manner

• Ability to monitor payroll & remuneration outcomes, recommend and implement

improvements in a timely manner

• Understanding of payroll & remuneration principles, legal responsibilities, activities,

requirements and ability to implement these in the workplace to deliver desired

outcomes

• Ability to work effectively across all levels of an organisation to deliver the desired

outcomes

• Ability to use HR information systems, relevant software and systems to ensure

accuracy, timeliness and high-quality work outcomes

• Understanding of and ability to apply WHS and EEO principles in the workplace

• Ability to effectively work in a team environment to ensure that team goals are

delivered

DESIRABLE

• Understanding of Technology One Payroll and associated HR modules

• Understand Human Resources in a local government context

• Advanced Microsoft Excel skills

• Ability to attend any Council work location when and as required

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