Human Resources - USHMM

Payroll Manager - Collaborate, Grow, Lead

United States Holocaust Memorial Museum

Information about the organization

The United States Holocaust Memorial Museum is looking for an innovative and passionate individual to join our team and inspire citizens and leaders worldwide to confront hatred, prevent genocide, and promote human dignity.

 Information about the role

This position is located in the Office of Finance at the United States Holocaust Memorial Museum. The Finance Office is responsible for management and control of the Museum's financial resources, and includes budget, accounting, payroll, travel, procurement, investments, financial reporting and management reporting for both federal (appropriated) and donated/private (non-appropriated) funds.

The incumbent performs a variety of accounting and reporting functions both for the Museum’s payroll and for broader general accounting.  Knowledge of not-for-profit GAAP accounting, the ability to improve, implement, and document procedures for accounting, reporting and transaction processing, and on-going learning to bring evolutionary best-practices to the Museum’s operations are performance appraisal factors.  This position reports to the Manager, Accounting Operations and requires regular interactions within the department and outside of it (e.g., Human Resources, Budget, and Development). 

This is a full-time donated position (non-Federal) paid with the Museum’s private funds. Salary is commensurate with experience.

Duties, and Responsibilities for the role

  • Payroll:
    • Administers payroll for federal and donated employees.
    • Payroll system and database maintenance: Human Resources (HR) maintains and has ownership of the Museum’s donated HRIS, Ultimate Software. HR is also responsible for sending Federal employee master file information to the Federal payroll processor (IBC).  The Payroll Manager maintains USHMM’s time-reporting for federal (Kronos) and donated (UltiPro) employees. As required, coordinates with Human Resources and payroll providers to ensure the accuracy and completeness of employee pay data (including leave records) in the payroll/HR systems.
    • Payroll processing: Processes two bi-weekly payrolls and ensures that all USHMM employees are paid promptly and accurately.
    • Payroll problem resolution Identifies and resolves all payroll and payroll-related issues. Responds to written and verbal inquires and requests from employees, supervisors, HR, timekeepers and the payroll service providers.
    • Payroll accounting and reporting: Prepares payroll journal entries, including month-end, quarter-end, and year-end accruals. Reconciles and/or analyzes all payroll-related accounts.
    • Reviews Quarterly Processor reports and coordinates final W-2/W-3 production:
    • Understands imputed costs, FECA and unemployment: in order to coordinate with HR, monitor with Federal agencies (e.g., DOL) and prepare related accounting entries.
  • Reporting:
    • Prepares financial reports, statements and analyses as directed. Examples include support for the compensation aspects of the audited financial statements and Form 990, partnering with the HR benefits function to assure employee master file information is accurate, leading to accurate payroll, reviewing benefit statements, etc.
  • Policies and procedures:
    • Maintains current and complete documentation of policies and procedures relating to payroll and payroll processing.
  • Other assignments, projects, and duties – under the guidance of the Accounting Operations Manager – as assigned. Such duties might include:
    • Responding to regular requests from the Internal Auditor

Minimum Qualifications for the role

  • Accounting knowledge: Bachelor's degree in accounting or related field strongly preferred or equivalent combination of education and experience required. Knowledge of accounting and processing sufficient to:
    • Review, examine and reconcile accounting transactions;
    • Determine that documentation is adequate to support executing payment requests; and,
    • Determine that transactions are properly coded for entry into the general ledger.
  • Payroll expertise: Minimum of two years of payroll processing experience required. Thorough and current knowledge of payroll, automated payroll systems, and the legal and regulatory environment affecting payroll. Highly skilled user of automated payroll systems. Strong customer service orientation. Demonstrated reliance of confidentiality
  • Systems proficiency: Knowledge of automated payroll and accounting systems and procedures sufficient to maintain general and subsidiary ledgers and databases, and prepare reports, correspondence and reconciliations.
  • Professional knowledge of the theories, concepts, principles and practices of payroll accounting and administration.
  • Analytical and evaluative skills sufficient to assess, examine, and inspect accounting transactions, account balances, and variations, and to develop.
  • Analytical and evaluative skills to access functionality of a sophisticated financial information system and multiple payroll systems and HRIS’s. Ability to describe, develop and recommend systems specifications and requirements.
  • Strong organizational skills sufficient to coordinate and prioritize a variety of projects and tasks simultaneously.
  • Well-developed oral and written communication skills to interact effectively with staff and outside contacts, and to provide advice, negotiate and resolve problems, prepare and present recommendations and reports.


Apply this this link:

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)