Open: Sr. Pay Process, System & Tax Analyst

We are currently requesting resumes for the following position : Sr. Pay Process, System & Tax AnalystResume Due Date : Monday, June 1st, 2026 (5:00PM EST)Job ID:
26-062Number of Vacancies : 1Level : MP4Duration : 12 MonthsHours of work:
35 hours per weekLocation:
1908 Colonel Sam Drive, OshawaWork Mode:
100% on SiteHourly Range:
$74 – $84Job Overview
Provide direction, co-ordination, scheduling and oversight to Pay, HR and other staff on the operation of the pay systems and processes. Balance system runs/activities with the available analytical resources and with system capabilities. Assign analysts to perform pay and pay related processing (e.G. production pay runs, pay related runs such as A/P runs for the pension system, tax/T4 processing) and personally perform these activities where assigned or as scheduled.Lead temporary teams as assigned by the Manager or Team Leader.Ensure training of and provide procedural/ scheduling/work assignment instructions to Pay Services analysts.Ensure systems are appropriately updated and in a state of readiness, e.G. for year end table changes, tax changes etc.Ensure compliance with pay related legislation and collective agreement requirements for which Pay Services is responsible, e.G. third party and statutory remittances, T4’s, OHP Offset, ROE’s etc.Organize, coordinate and execute Pay Services’ system testing or requirements specification.Participate in decisions on the operation of the systems and process.Represent Pay Services with external and internal contacts, e.G. government agencies, auditors, unions etc.Provide direction, co-ordination, scheduling and oversight to Pay, HR and other staff on the operation of the pay systems and processes for which Pay Services is responsible, e.G. pay schedules governing the performance of pay activities across HR offices, Pay Services, NHSS and Finance;
statutory/third party remittances (such as EHT, WSIB, HPP, garnishments, union dues/payments);
schedules for internal or external audits, coordinating the work of Pay Services staff and the auditors;
T4, T4A activities, coordinating activities of the staff involved in Pay Services, Print Shop, Local HR or other areas;
and liaising with Canada Revenue Agency (CRA), Service Canada, unions and other contacts as appropriate to meet requirements or resolve issues.Balance system runs/activities with the available analytical resources and with system capabilities.Assign analysts to perform pay and pay related processing (e.G. production pay runs, pay related runs such as A/P runs for the pension system, tax/T4 processing) and personally perform these activities where assigned or as scheduled.Plan, maintain, update and test the Business Continuity and Disaster Recovery plans.Monitor pay production and remain available for the complete pay production process in event of system issues.Organize, coordinate and execute Pay Services’ system testing or requirements specification, ensuring extensive, sophisticated, critical and high volume testing is completed to exacting standards. Ensure systems are appropriately updated and in a state of readiness, e.G. for year end table changes, tax changes etc.Co-ordinate and process multiple bulk uploads both on-cycle or off-cycle (e. g, AIP/Goalsharing, Society AFP, MG pay rate changes, PA’s, Tax Credit Indexing) coordinating with Compensation, Local HR, NHSS and handling communications on behalf of the department.Provide specific direction to Pay Services Analysts on the running of the pay systems e.G specify, authorize, take direct action or involve the Manager Pay Services to achieve recovery when the computerized pay system encounters problems.Assign analysts to perform pay and pay related processing and personally perform these activities where assigned or as scheduled.Lead temporary teams as assigned by the Manager or Team Leader. Ensure training of and provide procedural/ scheduling/work assignment instructions to Pay Services analysts.Monitor operation of the systems and processes to verify that desired results have been achieved and if necessary initiate further corrective actions.Relieve for Team Leader as assigned.Interact with other groups such as HR Local, Finance, Power News, internal/external/government auditors, government agencies and external agencies such as Canada Revenue Agency, and the various unions (e.G. for complex system queries or trouble shooting to resolve payment situations, to assist auditors in their investigation, to trouble shoot with HR or NHSS staff etc.).Provides specific direction to pay staff across the Corporation on steps to be taken to resolve complex problems in processing pay or correcting error situations, within the scope of Pay Services responsibilities.Develop and roll out training materials or develop and implement short training sessions for staff in Pay Services, Local HR offices, or others as assigned.Within the scope of Pay Services’ responsibilities, provide/arrange for ad hoc information reports and/or file downloads;
prepare and input G/L account journal entries.Investigate payroll accounting entries within the scope of the departments work and liaise with site controllers/controller staff. Perform assigned analytical assignments.Qualifications
Requires a knowledge of accounting principles, procedures and business practices to understand related policies and principles applied to the corporation’s operations, input and output of the employee and pensioner pay systems and to provide advice, direction and assistance on these matters.Requires a knowledge of the various Federal and Provincial Government regulations and policies relating to income tax issues due to personnel policies, labour relations, pensions and other pay-related and vendor payment functions as they relate to our client’s operations.Requires facility in the use of English to communicate effectively with different sources internally and externally on income tax, benefits and accounting matters.Requires a knowledge of technical writing for the preparation of procedures, instructions, reports etc.This knowledge is considered to be normally acquired through the completion of 4 years of University training in the appropriate field, or by having the equivalent level of education.In addition to the education required in the job description, the successful candidate must have:Minimum two (2) years of experience in payroll operations and payroll analytics, including:End-to-end payroll processing (regular and off-cycle runs)Year-end processing (e.G., T4/T4A preparation, reconciliation, and amendments)Payroll reconciliations (e.G., balancing payroll registers to GL, variance analysis)Administration and analysis of deductions and statutory remittances (e.G., CRA remittances, taxable benefits)Processing and analysis related to ROEs, retro pay, terminations, and pay adjustments (as applicable)Strong analytical skills related to payroll data, including the ability to:Analyze payroll trends, identify discrepancies, investigate root causes, and recommend solutionsPrepare accurate payroll reports and support audits/compliance requirementsPerform thorough data validation/quality checks with a high attention to detailExperience supporting CA implementation (Computer Associates), including payroll-related participation in system configuration/testing, data validation, process documentation, and go-live/post-implementation supportPCP (Payroll Compliance Practitioner) designation requiredPLP (Payroll Leadership Professional) is an assetOur client is dedicated to promoting employment equity and encourages applications from equity-seeking communities including but not limited to: Indigenous Peoples, racialized individuals, persons with disabilities, and women. Our client aims to build a diverse team that reflects the communities it serves, enhancing its ability to meet their needs. We are committed to an inclusive and accessible work environment and invites all qualified individuals to apply, offering accommodations during the application, interview and onboarding process as needed. This effort supports our client’s long-term strategy for equity, diversity, and inclusion.CPUS Engineering employs artificial intelligence (AI) tools as part of its recruitment process to enhance efficiency and consistency. These tools may assist with activities such as application screening, candidate evaluation, and summarization of interview feedback.AI-generated outputs are intended to supplement, not replace, human judgment. All final hiring decisions are made by qualified human decision-makers who exercise professional discretion in reviewing and assessing candidate information alongside any AI-generated insights.CPUS Engineering ensures that the use of AI in recruitment complies with all applicable employment laws, human rights legislation, and privacy regulations. The organization is committed to maintaining fairness, transparency, and non-discrimination throughout the hiring process.
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