Schedule: Monday to Friday 9:30 AM to 6:30 PM Sydney time

Responsibilities
Build and configuration
• Work from the existing UKG setup and discovery documents to establish current state, and identify what has
changed since.
• Document current configuration in full — every allowance, penalty, loading, accrual and above-award
arrangement in operation.
• Configure the new platform against requirements set by the Financial Controller and CFO.
• Validate the vendor's award library against our documented interpretation, classification by classification and
shift pattern by shift pattern. A pre-built award template is a starting point, not a compliance position —
vendors expressly do not warrant their pay rule engines.
• Configure everything the library does not cover: above-award rates, individual arrangements, business-specific
allowances, junior rate progression, annualised salary arrangements, and variation between the three entities.
• Build the rostering configuration: locations, departments, roles, shift templates, minimum engagement and
break rules.
Data migration
• Employee master, leave balances, year-to-date earnings and tax, superannuation fund details, entitlement and
service histories, roster templates and pay rules.
• Own reconciliation of migrated data back to source, at employee level.
Integration
• Build and test the general ledger journal into Business Central. This was scoped and never delivered at the last
implementation and is not a phase two item.
• Test banking, superannuation clearing and STP reporting connections.
Testing and parallel run
• Write and execute test scripts. Maintain the defect log and drive defects to closure.
• Run a minimum of two full parallel pay cycles, reconciled at employee level, not summary level.
• Use the parallel cycles as hands-on training: our payroll operator processes them, with this role supervising and
correcting, rather than observing while the contractor processes.
• Test award configuration against constructed edge cases: split shifts, public holidays, overtime crossing
midnight, minimum engagement, shift changes mid-pay-period, terminations mid-cycle.
Cutover and stabilisation
• Support cutover and rehearsal, including the rollback position.
• Support the first four pay runs post go-live.
• Prepare the decommissioning plan for BURPs and UKG.

• Hand over to the business before the contract ends: configuration documentation, known issues, outstanding
items, and a payroll operator who can maintain the platform without further support.
Training
Our payroll operator must be able to run the system independently before this contract ends. That is a
deliverable of this role, not an afterthought.
• Train the payroll operator hands on, covering the full cycle: timesheet approval and exception handling, pay run
processing, adjustments and back pay, new starter and termination setup, leave and entitlement maintenance,
superannuation and STP submission, and reporting.
• Train them on maintenance, not just processing: pay rate and award changes, new store and cost centre setup,
roster template changes, and how to identify when something has been configured incorrectly.
• Train store and area managers on the rostering component, supported by the business.
• Confirm competence rather than assume it — the payroll operator runs a full cycle unassisted before go-live,
and again before the contract ends.
Documentation and reporting
• Produce configuration documentation, process guides and training materials.
• Report weekly in a consistent one-page format: progress against plan, risks, decisions required.
5. Essential
• Minimum two full-cycle Australian payroll implementations, hands on the configuration, through to post go-
live.
• Comparable scale: 500+ employees, multi-entity, multi-site.
• Rostering or time and attendance configuration, ideally combined with payroll.
• Demonstrated parallel run and employee-level reconciliation experience.
• Mid-year data migration, including year-to-date balances.
• Working knowledge of Australian payroll compliance sufficient to configure and test: Fair Work and modern
award mechanics, STP Phase 2, superannuation guarantee and stapled funds, payroll tax across states, leave
accruals including long service leave, and termination and ETP treatment.
• Payday super, effective 1 July 2026. Contributions must now reach the employee's fund within days of each
payday rather than quarterly, with penalties for late receipt. The candidate must understand what this requires
of configuration, payment timing and exception handling.
6. Desirable
• Direct implementation experience with Tanda or Deputy.
• Prior UKG migration experience.
• Retail sector, high-casual, roster-driven workforce.
• Integration of payroll to Microsoft Dynamics Business Central.
7. The person
• Finishes things. This role exists because the last implementation was left unfinished.
• Reports accurately and early, including when the news is bad.
• Detail-oriented — payroll errors are individually small and collectively catastrophic.
• Works effectively across time zones, and asks rather than assumes when something is ambiguous.