SF Payroll Implementation Lead

Payroll design and requirement validation

• Participate in payroll requirement, fit-gap and solution design workshops with the implementation partner.
• Translate current payroll rules, wage types, statutory requirements, accounting treatments and operating practices into clear business requirements and testable outcomes.
• Review proposed designs and configuration outputs for business accuracy, completeness and operational practicality.
• Maintain decision logs, payroll rule documentation, wage-type rationale and agreed operating procedures.

Data, reconciliation and payroll validation

• Own payroll data preparation, cleansing and validation from the business side.
• Lead back-dated payroll reconciliation from April 2026 through cutover, including employee-level and wage-type-level comparison.
• Coordinate parallel payroll runs and compare gross pay, deductions, statutory components, net pay and accounting outputs between the legacy (SAP HCM) and new system (SuccsssFactors).
• Investigate variances, classify root causes, coordinate corrections and maintain evidence of closure and sign-off.
• Validate migrated payroll balances, statutory accumulations, employee master data and pay-related time inputs.

Testing and quality assurance

• Prepare and maintain payroll test scenarios, scripts, test data and expected results across regular, off-cycle, retroactive and separation payroll processes.
• Support system integration testing and lead payroll user acceptance testing on behalf of Voltas.
• Track defects through resolution, retest corrected scenarios and provide clear status reporting on payroll readiness.
• Ensure testing covers statutory compliance, finance posting, bank outputs, payslips, reports, interfaces and downstream impacts.

Cutover, go-live and stabilisation

• Own business-side payroll cutover activities, readiness checklists, open-item tracking and go/no-go inputs.
• Coordinate final data validation, payroll calendar readiness, production checks and first payroll preparation.
• Provide full-time support during go-live and hypercare, triaging payroll issues and escalating configuration-level defects to the implementation partner.
• Support the transition to steady-state payroll operations through documented SOPs, issue logs and knowledge transfer.

Stakeholder and partner coordination

• Work day to day with the implementation partner's payroll team and hold actions, deliverables and defects to agreed timelines.
• Partner with Payroll, HR, Finance, Compliance and IT to obtain inputs, approvals and sign-offs.
• Provide concise progress updates, highlight risks early and drive timely decision-making on payroll dependencies.
• Protect business-as-usual payroll continuity while implementation activities are underway.