Vice President US Payroll Operations

• Define and evolve the enterprise operating model for U.S. payroll operations across UHG ensuring scalability consistency and control
• Establish governance routines decision rights and clear accountability across payroll execution upstream inputs (e.g. time/HR transactions) and downstream financial impacts
• Design and govern the payroll service delivery model (service catalog tiering SLAs escalation pathways) in partnership with the Employee Center and HR Operations
• Sponsor and prioritize a multi-year roadmap that improves stability reduces manual effort and strengthens controls and transparency

• Hold ultimate accountability for on-time accurate and compliant biweekly U.S. payroll outcomes for 200000+ employees ensuring delivery through the payroll operational leaders
• Chair pre-payroll risk and readiness reviews; define go/no-go criteria and serve as the senior risk acceptance decision-maker for payroll processing
• Ensure a stability-first approach that reduces defect rates preventable off-cycles manual workarounds and cycle-to-cycle variability
• Establish the standard controls framework quality gates and operating cadence (pre-cycle readiness cycle checkpoints post-cycle health checks) and ensure consistent adoption
• Institutionalize incident governance: require timely root-cause analysis (RCA) and corrective and preventive actions (CAPA) and drive cross-functional accountability for repeat drivers

• Serve as the senior accountable leader for U.S. payroll tax compliance (federal/state/local) including filings reconciliations agency notice oversight and year-end obligations
• Partner with internal Tax Finance Legal/Compliance and external vendors to strengthen compliance posture and ensure rapid resolution of issues
• Lead audit readiness and executive oversight (internal/external audits control testing) ensuring strong documentation and sustainable remediation plans

• Lead and/or support large-scale HR transformation initiatives impacting payroll operations including operating model redesign process re-engineering and service delivery modernization
• Build mature or optimize an HR shared services model (or equivalent) for payroll support including governance routines service catalog/SLAs tiering and measurable performance management
• Set the strategy and guardrails for global/offshore enablement where applicable (work segmentation controls QA requirements data access governance segregation of duties escalation pathways)
• Approve scope transitions and scaling decisions based on operational readiness compliance/privacy controls and demonstrated performance outcomes (quality timeliness employee experience)
• Own vendor strategy and governance for payroll-related partners including measurable SLA oversight escalation management and performance improvement plans

• Define enterprise KPI standards and targets and establish a comprehensive Payroll Operations Scorecard (definitions thresholds trend reporting)
• Chair monthly/quarterly performance reviews and risk reviews using measurable outcomes (accuracy timeliness service levels backlog aging tax notice trends cost-to-serve)
• Ensure operational dashboards and per-cycle narratives exist to proactively identify risks prevent issues and drive cross-functional improvements (produced by operational leaders as part of standard cadence)

• Set employee experience standards for payroll issue support (responsiveness transparency and predictable resolution timelines)
• Partner with the Employee Center and HR Operations to define clear intake triage handoffs escalation pathways and governance routines for payroll-related cases
• Ensure a disciplined ticket management mechanism exists and meets SLAs (intake through closure) and hold operational leaders accountable for day-to-day execution employee status updates and backlog health

• Partner with HRIS/IT to optimize payroll platforms data and integrations (timekeeping benefits HR finance/GL) with strong change control and testing discipline
• Sponsor initiatives such as M&A integrations automation controls enhancements and reporting improvements; ensure changes have risk assessments rollback plans and post-implementation validation
• Leverage Oracle HCM capabilities to improve configuration workflow reporting audit trails and self-service outcomes

• Lead mentor and develop a large payroll organization including senior leaders; drive succession planning capability building and a culture of operational excellence
• Align organizational structure capacity and budget to ensure coverage resilience and consistent delivery without reliance on heroics
• Drive accountable execution through standard work clear ownership measurable performance expectations and continuous improvement routines

• Final approval of the U.S. payroll operating model governance routines and decision rights framework
• Final approval of payroll service delivery model changes that impact employee support channels (service catalog SLAs tiering escalation paths)
• Final risk acceptance and go/no-go decision-making for payroll processing during elevated-risk cycles or material issues.
• Approval of global/offshore enablement scope expansions and transition plans including required controls and KPI targets

• Extensive progressive leadership experience in U.S. payroll operations within a large complex multi-state environment (enterprise scale high volume)
• Demonstrated expertise in U.S. payroll tax compliance reconciliations agency notice management and year-end processes
• Proven experience leading large-scale HR transformation initiatives and/or building scaling or maturing an HR shared services model (including governance service delivery design SLAs and operational performance management)
• Proven track record of improving operational stability reducing defects/off-cycle payroll strengthening controls and building repeatable processes
• Executive-level ability to operate in a matrixed environment influencing across HR Finance Tax Legal/Compliance and Technology
• Solid vendor governance experience with measurable SLA oversight and escalation management
• Demonstrated ability to lead leaders: building strong management routines developing talent and driving accountability through metrics

• Oracle HCM experience strongly preferred (Payroll/HR) including optimization of configuration workflows reporting and integrations
• CPP (Certified Payroll Professional) and/or other relevant certifications
• Experience in a regulated and controlled environment (e.g. SOX-aligned controls audit-intensive operations)

• Operational excellence and disciplined execution
• Risk-based decision making; strong controls mindset
• Data-driven leadership (scorecards dashboards trend-based management)
• Executive communication and stakeholder management
• Continuous improvement orientation (standardization automation simplification)
• High integrity discretion and commitment to confidentiality
• Employee-centric service mindset

What We Do

Optum part of the UnitedHealth Group family of businesses is a global organization that delivers care aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care pharmacy benefits data and resources they need to feel their best. Here you will find a culture guided by inclusion talented peers comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together. At Optum we support your well-being with an understanding team extensive benefits and rewarding opportunities. By joining us you’ll have the resources to drive system transformation while we help you take care of your future. We recognize the power of connection to drive change improve efficiency and make a difference in health care. Join a team where your skills and ideas can make an impact and where collaboration is key to creating technology that produces healthier outcomes.

Gallery