The Director of Payroll and Workforce Controls is a senior Human Resources leader reporting to the Director of HR Operations. The position is responsible for the strategic oversight of payroll operations, workforce controls, overtime governance, workforce auditing, payroll systems, and workforce analytics used to support labor cost management, workforce utilization, and operational decision-making across MassDOT.

The Director ensures the integrity, accuracy, and effectiveness of payroll and workforce management processes through strong internal controls, monitoring programs, data analysis, and continuous improvement initiatives. Serving as a key advisor to Human Resources, Finance, and operational leadership, the Manager helps identify workforce risks, improve labor cost management, strengthen accountability, and support informed decision-making.

Duties and Responsibilities

Payroll Administration

• Oversee payroll operations to ensure accurate and timely employee compensation.
• Ensure compliance with collective bargaining agreements, payroll regulations, and applicable state and federal laws.
• Ensure sensitive employee data is kept confidential.
• Review and improve workflows to reduce processing time, minimize errors, and integrate smoothly with systems.
• Lead payroll process improvements and resolve complex payroll issues.
• Coordinate payroll activities with Finance, Labor Relations, EOTSS, Budget, and operational leadership.

Workforce Controls and Governance

• Lead agency-wide workforce control, payroll governance, overtime monitoring, and workforce auditing programs.
• Develop monitoring systems, dashboards, and reporting tools to identify risks, trends, and operational concerns.
• Analyze overtime utilization, labor costs, attendance, and workforce management practices and recommend operational improvements.
• Conduct workforce audits and oversee corrective action plans designed to strengthen accountability and reduce risk.
• Monitor adherence to payroll policies, time reporting requirements, and workforce management standards.
• Generate payroll-related data for budgeting, forecasting, and performance analysis.

Operational Partnership and Workforce Strategy

• Partner with leadership across Highway, RMV, Rail & Transit, Aeronautics, Planning & Enterprise Services, the Office of the State Comptroller, the Human Resources Division and other divisions to address workforce management challenges and opportunities.
• Provide workforce analytics, payroll data, and operational insights to support staffing decisions, resource allocation, and labor cost management.
• Collaborate with operational leaders to identify and address workforce risks, inefficiencies, and emerging trends.
• Support workforce planning and organizational effectiveness initiatives through data analysis and strategic recommendations.

Reporting and Systems Support

• Develop and present workforce analytics to support organizational decision-making.
• Prepare reports and presentations on payroll expenditures, overtime usage, workforce trends, and operational risks.
• Support the ongoing implementation, optimization, and governance of payroll-related functionality within the BEST enterprise system.
• Serve as the Human Resources lead for the Monthly Overtime Governance Committee and provide regular workforce metrics and recommendations to senior leadership.

Leadership and Staff and Policy Development

• Lead payroll, workforce controls, and auditing functions.
• Create internal payroll and auditing policies including time-sheet coding protocols, pay schedules and deadline dates.
• Develop policies related to compliance reporting for auditing, investigations and wage inquiries/complaints.
• Document wage payment laws and procedures.
• Supervise assigned staff and establish performance expectations, accountability standards, and professional development plans.
• Foster a culture of customer service, continuous improvement, accountability, and operational excellence.
  Support modernization initiatives that improve payroll operations, reporting capabilities, and workforce management practices.

Pre-Hire Process

A finalist for this position must be able to pass a comprehensive background check including a criminal record check, Department of Revenue (DOR) check, and employment references.

About MassDOT

The 4,000+ employees of Massachusetts Department of Transportation (MassDOT) take great pride in connecting the Commonwealth’s residents and communities. MassDOT is responsible for developing, implementing, and coordinating transportation policies and projects for the Commonwealth of Massachusetts and to efficiently plan, design, construct, and maintain a safe statewide transportation system which effectively meets the transportation needs of the Commonwealth. Information about MassDOT’s culture and career opportunities can be found at mass.gov/massdot-careers

MassDOT’s divisions include Highway, Registry of Motor Vehicles, Aeronautics, and Rail & Transit. Headquarters (Planning & Enterprise Services) provides business and administrative support and policy leadership for each of the four (4) divisions.

Minimum Entrance Requirements

This requisition will remain open until filled; however, first consideration will be given to those applicants that apply within the first 14 days.

Current MassDOT employees should use their internal MassCareers account to apply.

All job applications must be submitted online through MassCareers to be considered.

Please provide a complete, accurate and current resume / application for MassDOT to review in order to determine if your submitted materials meet the minimum entrance requirements for the position.

Applicants must have at least (A) six (6) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least two (2) years must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below.

Substitutions

I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience.

II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience.

III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience.

IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience.

• For questions regarding the job posting, please email the MassDOT Talent Acquisition Team at talentacquisition@dot.state.ma.us.

• For general questions regarding MassDOT, call the Human Resources Service Center at 857‐368‐4722.

• For a disability‐related reasonable accommodation or alternative application method, call the ADA Coordinator, Lucy Bayard, at 857‐274‐1935.

Comprehensive Benefits

When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future.

Want the specifics? Explore our Employee Benefits and Rewards!

An Equal Opportunity / Affirmative Action Employer. Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.

The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law. Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role