Capcom is a leading worldwide developer, publisher, and distributor of interactive entertainment for game consoles, PCs, handheld, and wireless devices. Founded in 1983, the company has created hundreds of games including ground-breaking franchises Resident Evil®, Street Fighter®, Monster Hunter™, Ace Attorney®, Mega Man®, and Devil May Cry®. Capcom maintains operations in the U.S., U.K., France, Germany, Tokyo, Taiwan, Hong Kong, and Korea, with corporate headquarters located in Osaka, Japan. More information about Capcom and its products can be found at www.capcom.com or news.capcomusa.com
This role within the HR Department of Capcom USA, Inc. (CUSA) is responsible for managing, implementing and administering programs and systems associated with payroll, employment, benefits, compensation, communications, and employee morale. Assists with the development of these programs/systems and associated policies and procedures for these areas. Responsible for managing and administering all aspects of timely payroll processing and reporting. Responsible for the Payroll/HR database setup & maintenance.
Responsible for standard and ad-hoc reporting associated with these functions.
II. Supervision Exercised: N/A at the present.
III. Essential Functions & Responsibilities
Payroll Management - 40%
Manage semi-monthly full-cycle payroll run for both Capcom USA, Inc. (CUSA) and Capcom Pictures, Inc. (CPI) groups as required. Provide administrative functions for the Paylocity Databases and related reporting. Ensures the integrity of payroll/HR records, files and reporting. requests. Responsible for the maintenance of the Fidelity database to correspond with plan covenants and current employee information and elections and ensures accurate/timely payroll deductions.
Implement and maintain systems for tracking employee time-off. Preparation of payroll/benefit accounting monthly/quarterly/annual reports, journal entries, payroll clearing and reconciliation, audit work papers, and labor allocation required for the company’s financial records.
Remain current on regulations related to payroll ensuring company compliance with applicable laws and regulations. Ensure appropriate application of exempt/non-exempt employee status.
Ensure overtime/rest and meal break rules and regulations are communicated to supervisor/managers. Responsible for ensuring accuracy of recording payroll activity in payroll system such as time off, deductions, LOA, etc. Ensure accurate and timely payroll processing.
Ensures processes are JSOX compliant. Acts as the HR Department’s managerial representative and point of contact for internal JSOX audits.
Workforce Planning/Budgeting/Forecasting/Financial Analysis - 30%
Manages the fiscal year headcount and payroll forecasting and budgeting process. Works with Sr. HR Director and department heads to accurately capture payroll & headcount projections. Tracks and updates actual compensation and benefits costs in the forecasting software. Prepares and analyzes annual and ad hoc HC budget, salary and historical employment reports. Communicates with department heads to ensure forecast plans are current and approved. Updates and modifies hiring forecasts with current recruiting plans. Prepares monthly forecast reports for CUSA/CPI Communicates variances as needed.
Benefits Administration - 25%
Role will be responsible for creating benefits package balancing competitiveness with market, cost effectiveness, and quality of benefits for Capcom Employees.
Key stakeholder in the annual benefits renewal process to review and evaluation of service providers, current market trends and practices to ensure services and benefits offered are meeting requirements and are competitive. Analyzes renewal services and premium data to create benefits renewal proposal.
Responsible for the internal administration and administration coordination with external administrators for company benefits programs. Administers Capcom benefit vendor and broker web sites.
Manages and is the company’s point of contact for 401(k) and worker’s compensation audits. Represents the company as the point of contact for other ad hoc audits and inquiries.
Implements new benefit plans as required. Responsible for benefits eligibility tracking and communication. This includes prior service issues, new hire, status changes, LOA, employment termination, or ineligibility due to reduction in work hours. Responsible for the administration of COBRA and conversion benefits.
Assists participants with questions and claims processing. Complies and submits non-discrimination testing data as required. Maintains plan documents files. Maintains source document records and correspondence files for benefit plans. Reconciles Vendor invoices prior to payment.
Compensation 5%
Evaluates salary adjustment requests and other compensation status change requests prior to approval.
Participates in the implementation of the annual focal review program. Ensures that approved position and salary adjustments are properly documented and timely entered in the HRIS and payroll database.
Reviews performance appraisal and business case content for consistency and completeness. Utilizes compensation surveys and job descriptions to evaluate and make recommendations on base compensation levels for positions. Responsible for compiling and submitting data related to participation in compensation surveys.
Provides customer service for employee questions, concerns, requests. Coordinates Worker’s comp claims. Other activities as the need arises.
HR Operations – As Assigned
Assists in the company events committee ensuring that events are effective. Develops and administers various programs to recognize service anniversaries, welcome new hires & assist employees affected by downsizing or lay off etc. Prepares communication materials related to responsibilities.
IV. Knowledge, Skills and Abilities
- Proficient in payroll cycle – Paylocity preferred.
- Good understanding of accounting principles
- Proficient in Excel, Word
- Familiar with accounting systems preferably SAP, Hyperion Pillar/Essbase
- Excellent communication (written, oral, listening and interpersonal skills)
- Excellent customer service skills.
V. Minimum Requirements
Requires a Bachelor’s degree in related field or equivalent with 5-8 years of related experience. Experience as a senior level individual contributor or program manager in the field of Payroll & Benefits or Human Resources. Requires excellent customer service attitude and communication skills. Must be self-motivated, proactive and able to manage flexible priorities. Excellent interpersonal skills, professional approach in dealing with all levels of employees. Able to handle and maintain confidentiality on an ongoing basis.
Licenses, Certificates and Other
- CPP desirable.
- PHR or SPHR certification a plus
Physical Demands (Performance of the essential duties of this position includes the following physical demands and/or working conditions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)
This position occasionally requires exerting up to 25 pounds to move objects in the storage room and/or event preparations.
This position requires repetitive keyboard work about 50 % of the time.
Working Environments
Work is generally performed in an office environment and the noise level is usually moderate. Reasonable accommodations may be made to enable individual with disabilities to perform the essential functions.
Salary Range:
$100,000 - $120,000 (Compensation for this position will be determined based on relevant factors including, but not limited to; education, experience, skills, and qualifications.)
VI. Additional Information
This job description is not intended to be an exhaustive list of duties, knowledge, skills, abilities, or requirements, as any one position in this classification may be assigned some or all of these duties, in addition to other duties not explicitly listed here.
The various duties, responsibilities and/or assignments of this position may be unevenly balanced and changed from time to time based upon matters such as, but not limited to, variations in shift schedules, work demands, seasons, service levels and management’s decisions on how to best allocate department resources. Any shift, emphasis or rebalancing of these assigned duties, responsibilities and/or assignments does not constitute a change in the job classification.