Position Information

 
 
 

Job Profile
 
ERS Job Title: Division Director
Division: Administration/Employer Services
 
Internal Job Profile Summary
The Employer Services Division includes two teams: Employer Reporting and Payroll. The division is responsible for the collection, reconciliation and processing of all state of Georgia public employer pension plan cash receipts, member and contribution data, and processing the semi-monthly refund and monthly pension payrolls for all defined benefit and the Georgia Defined Contribution (GDC) plans. The Division Director is a strategic partner and member of the Executive Team. This individual will report to the Deputy Director and will need to participate in agency wide and division level strategic planning. This division is also charged with educating and training HR and Payroll resources at the employer level on pension reporting procedures. The Division Director establishes work standards and a system of internal controls, and maintains effective workflows and operating procedures for the division. The Division Director works closely with members of the Executive Team on employer and member related transactions, and data quality. With the assistance of the managers, the Division Director also has overall responsibility for planning, directing and controlling the work of the pension reporting supervisors, pension reporting analysts, and payroll analysts.
 
Key Relationships

• Executive Director
• Deputy Director
• Chief Operations Officer
• Human Resources Division Director
• Information Technology Division Director
• Quality Assurance Division Director
• Legislative Affairs Division Director
• Communications and Outreach Division Director

 


 
 
 
Job Responsibilities & Performance Standards

• As a member of the Executive Team, represents all interests of the Employer Services Division
• Works closely with the Chief Operations Officer and Deputy Director on employer and member related transactional issues and concerns
• Hires, trains, and organizes pension reporting and payroll staffs as required
• Oversees team of managers and supervisors in the pension reporting and payroll areas to ensure accurate and timely payrolls, timely and accurate receipt of monthly contributions, demographic data, and rehired retiree files
• Oversees work allocation and employer assignments to ensure accuracy of work and fairness among the staff
• Conducts high level reviews of employer summary reports, contribution data, exception records, cash receipts (allocated and unallocated), invoice processes
• Verifies that monthly employer contribution and demographic data is reasonable and accurate
• With staff assistance, develops departmental policies for monitoring staff work, responding to exceptions and preparing administrative reports
• Manages multiple dept./agency-wide projects interfacing with Information Technology and accounting staff as required
• Handles all escalated reporting issues, requests from employers, payroll and tax reporting matters and invoice write-offs and check requests
• Responsible for the division’s share of the agency communication plan, including employer and retiree newsletters, employer surveys, and annual reminders and updates
• Speaks to employer groups on pension reporting responsibilities and issues
• Works with external auditor on employer reporting and payroll related transactions
• Recommends modifications to existing procedures, reports and policies to improve division and agency performance

   
 
 
 
 
 
 
 
 
 
 
 
 
Technical Competencies Required for Job

Plan Provisions (ex: Eligibility Requirements, Rehired Retires)	Understands the full scope of pension plan eligibility for multiple plans including the statutory reporting requirements for rehired retirees
	Ability to research and evaluate complex pension related issues
	Ability to train supervisors, pension reporting analysts, and employers on regulations, laws, plan provisions, and policy changes
	Ability to successfully interact/interface with third parties such as lawyers, judges, auditors, or public officials
	Ability to speak to employer groups on plan provisions and employer plan responsibilities
	Ability to effectively correspond with employers regarding new legislation, announcements, questions, concerns, etc.
Computer/Technical	Act as an expert user with PeopleSoft, PARIS (or similar pension software), and web module
Capability	Identify and resolve system related issues
	Ability to understand and manipulate PARIS (or similar pension software) reference tables, reports and correspondence
	Ability to write business rules for pension and web modules
	Advanced use of MS Office software
	Ability to use the more complex Excel formulas and tables for data manipulation
	Advanced understanding of system processes and data flow
Management	Past management experience hiring, training, organizing, and managing a team through talent assessment, feedback, and development of skills
	In depth knowledge of contemporary pension issues
	Leadership on regulatory and compliance issues applicable to the retirement sector
	Ability to lead high performing team with premium on customer service
	Ability to respond quickly and lead change process for division
	Ability to develop key business metrics (performance indicators) to evaluate divisional and staff performance
	Ability to obtain, analyze, and understand key business drivers to achieve goals

 

Processes	Ability to audit, review, and approve (Quality Check) processes
	Ability to teach and train staff employers
	Ability to develop, communicate, and maintain quality measures
	Actively seeks opportunities to improve and enhance the employer reporting and payroll processes
	Ability to interpret complex data and resolve issues Employer reporting flow Knowledge of data conditions Knowledge of edits Knowledge of business rules
Project Management	Ability to manage multiple projects and develop effective project plans (deliverables [scope], milestones, timelines, etc.)

   
Statewide Core Behavioral Competencies Required for Job

Advanced Level Competencies Highly developed knowledge, understanding, and application of the competency required to be successful in the job and organization (total master); Can apply knowledge outside the scope of one’s position; Is able to coach or teach others on the competency; Has a long-term perspective; Helps develop materials and resources in the competency.
Talent Management	Clearly establishes and communicates expectations and accountabilities; monitors and evaluates performance; provides effective feedback and coaching; identifies development needs and helps employees address them to achieve optimal performance and gain valuable skills that will translate into strong performance in future roles
Accountability	Accepts full responsibility for self and contribution as a team member; displays honesty and truthfulness; confronts problems quickly; displays a strong commitment to organizational success and inspires others to commit to goals; demonstrates a commitment to delivering on his/her public duty and presenting oneself as a credible representative of the Agency and State to maintain the public’s trust
Customer Service	Understands that all State employees have external and/or internal customers that they provide services and information to; honors all of the State’s commitments to customers by providing helpful, courteous, accessible, responsive, and knowledgeable service

 

Results Orientation	Consistently delivers required business results; sets and achieves achievable, yet aggressive, goals; consistently complies with quality standards and meets deadlines; maintains focus on Agency and State goals
Teamwork and Cooperation	Cooperates with others to accomplish common goals; works with employees within and across his/her department to achieve shared goals; treats others with dignity and respect and maintains a friendly demeanor; values the contribution of others
Judgment and Decision Making	Analyzes problems by evaluating available information and resources; develops effective, viable solutions to problems which can help drive the effectiveness of the department and/or State of Georgia
Proficient Level Competencies Detailed knowledge, understanding, and application of the competency required to be successful in the job; Ability to handle non-routine problems and situations; Requires minimal guidance or supervision / works independently; Consistently demonstrates success in the competency; Capable of assisting others in the application of the competency.
Transformers of Government	Develops innovative approaches to address problems and drive continuous improvement in State programs and processes; drives effective and smooth change initiatives across the State by communicating, confirming understanding, and actively working with stakeholders to overcome resistance

  Additional Behavioral Competencies Required for Job

Advanced Level Competencies Highly developed knowledge, understanding, and application of the competency required to be successful in the job and organization (total master); Can apply knowledge outside the scope of one’s position; Is able to coach or teach others on the competency; Has a long-term perspective; Helps develop materials and resources in the competency.
Communication	Respectfully listens to others to gain a full understanding of issues; comprehends written material; presents information in a clear and concise manner orally and in writing to ensure others understand his/her ideas; appropriately adapts his/her message, style, and tone to accommodate a variety of audiences
Initiative	Proactively identifies ways to contribute to the State’s goals and missions; achieves results without needing reminders from others; identifies and takes action to address problems and opportunities
Ethical Integrity	Upholds the highest personal and business standards, demonstrates honesty, is able to maintain the trust of others; does not jeopardize business relationships for personal gain; able to maintain confidential information
Organizing	Able to keep projects moving toward completion; able to keep track of many things that must be done within a given timeframe; able to act according to priorities; able to balance workload demands
Teaching Others	Enhances the capabilities of the organization by openly and effectively sharing his/her subject matter expertise with others; supports a continuous learning environment by preserving and compiling intellectual capital which can be used by others within his/her work group, department, and State entities, as appropriate
Proficient Level Competencies Detailed knowledge, understanding, and application of the competency required to be successful in the job; Ability to handle non-routine problems and situations; Requires minimal guidance or supervision / works independently; Consistently demonstrates success in the competency; Capable of assisting others in the application of the competency.
Flexibility	Adapts to change and different ways of doing things quickly and positively; does not shy away from addressing setbacks or ambiguity; deals effectively with a variety of people and situations; appropriately adapts one’s thinking or approach as the situation changes
Negotiation and Influence	Effectively represents his/her position on issues to gain support and buy-in from others; generates multiple alternatives to a problem to meet the needs of other stakeholders; works to achieve win-win outcomes that others can accept; appropriately utilizes settlement strategies; such as compromise
Cultural Awareness	Demonstrates an open-minded approach to understanding people regardless of their gender, age, race, national origin, religion, ethnicity, disability status, or other characteristics; treats all people fairly and consistently; effectively works with people from diverse backgrounds by treating them with dignity and respect
Problem Solving	Applies creative problem-solving skills his/her work to develop solutions to problems; recognizes and demonstrates the value in taking “smart” risks and learning from mistakes; ability to identify the root cause of a problem; able to apply general rules or principles to arrive at a solution
Conflict Management	Addresses conflicts by focusing on the issues at hand to develop effective solutions when disputes or disagreements occur; helps others resolve conflicts by providing impartial mediation when needed
Negotiation and Influence	Effectively represents his/her position on issues to gain support and buy-in from others; generates multiple alternatives to a problem to meet the needs of other stakeholders; works to achieve win-win outcomes that others can accept; appropriately utilizes settlement strategies, such as compromise
Creativity and Innovation	Applies creative problem-solving skills to his/her work to develop solutions to problems; recognizes and demonstrates the value in taking “smart” risks and learning from mistakes; develops multiple alternatives and understands the feasibility of each; effectively shares and implements his/her ideas

   
ERS Preferred Qualifications
Completion of a Bachelor’s degree from an accredited college or university AND ten or more years of experience in a retirement plan or financial industry leadership post or major consultancy with at least five years prior experience in a people management or supervisory capacity.
 
Work Environment
This is a general office environment consisting of cubicle desk space. Ambient room temperatures, lighting and traditional office equipment are provided as found in a typical office environment.
 
Physical Demands
Individuals working in this job are required to multi-task while seated. This includes answering phone calls, research information, and typing using computers throughout the workday. Also may require walking periodically, primarily on a level surface. Must be able to reach above shoulder height, below the waist, or lift (up to 25 pounds) to file documents or store materials.
 

For instructions on how to apply for this position, please send an email to resumes@ers.ga.gov. The job title should be indicated in the subject line.