HR Generalist (Payroll Focus)

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Compensation Grade

The HR Generalist provides comprehensive human resources support across the employee lifecycle while maintaining sole accountability for accurate, compliant, and timely payroll processing for the US INEOS Acetyls business, ensuring regulatory compliance, data integrity, and effective workforce support.

Accountability 1: Safety, Health. Environmental and Quality (SHEQ)

• Complies with and supports SHE expectations as defined by the INEOS Life Saving Rules and 20 Safety Principles.

• Promotes a culture of safety and accountability, ensuring HR and payroll processes support regulatory, training, and site access requirements.

• Ensures payroll and HR data integrity supports compliance reporting related to SHE manhours and regulatory audits.

Accountability 2 – Payroll Processing, Compliance and Compensation

Payroll Operations & Compliance

• Maintains sole accountability for end‑to‑end payroll processing for the US Acetyls business, covering hourly and salaried employees across 26 annual payroll cycles.

• Ensures payroll is processed accurately, on time, and in compliance with all federal, state, and local regulations.

• Acts as the first‑line internal control for payroll compliance including FLSA classifications, wage and hour rules, tax filings, and audit readiness.

• Reviews and validates payroll registers, deduction reports, and tax reconciliation worksheets; verifies quarterly and annual tax filings produced through Workday.

• Minimizes off‑cycle payroll payments through proactive issue detection, process controls, and pre‑payroll audits.

Compensation & Special Pay Programs

• Administers site compensation programs including merit increases, bonuses, long‑term incentives, and other special pay arrangements.

• Serves as the local administrator for special pay programs, supporting managers with calculations, guidance, and execution.

• Ensures accurate configuration, calculation, and payment of all compensation programs within Workday.

Finance, Accounting & Reporting Interface

• Acts as the primary payroll liaison to Finance and Accounting, ensuring accurate payroll GL postings, reconciliations, funding, and audit support.

• Calculates and prepares monthly payroll accruals, vacation accruals, bonus accruals, and supporting schedules.

• Produces payroll data for forecasting, budgeting, and financial planning activities.

Accountability 3 – HR Generalist Responsibilities

Employee Lifecycle Management

• Provides HR generalist support across the full employee lifecycle including hiring, onboarding, job changes, promotions, transfers, and terminations.

• Advises managers and employees on HR policies, procedures, and employee relations matters.

• Supports performance management processes, disciplinary actions, and corrective action documentation in alignment with company policy and employment law.

Leave Management & Employee Support

• Administers and tracks FMLA, STD, LTD, and other leaves, ensuring accurate compensation, documentation, and regulatory compliance.

• Partners with managers and the site nurse to advise on leave status, return‑to‑work planning, attendance issues, and accommodations.

• Serves as a primary HR contact for employee inquiries related to pay, timekeeping, benefits, and HR policies.

HR Operations & Program Administration

• Maintains accurate HR and payroll data through audits, reconciliations, and ongoing data integrity reviews.

• Administers unemployment claims, tuition reimbursement programs, and other HR programs.

• Develops and delivers HR and payroll training materials, user guides, and Workday tutorials for employees and managers.

• Participates in HR projects, policy updates, workforce initiatives, and continuous improvement efforts.

• Serves as backup coverage for essential HR operational activities to ensure business continuity.

Accountability 4 - Workday HRIS Ownership & Reporting

• Serves as site subject matter expert (SME) for Workday Payroll, Time Tracking, and Absence modules.

• Supports Workday system updates, testing, enhancements, and process improvements in coordination with HRIS Core Teams.

• Designs, maintains, and delivers workforce, payroll, and regulatory reports including headcount, absence, overtime, SHE manhours, EEO, and government reporting.

• Supports ad hoc reporting, scheduled reports, and custom report development to support leadership decision‑making.

Level of Education & Knowledge:

• 7–10+ years of combined HR and payroll experience, preferably in manufacturing, chemical, or petrochemical environments.

• High School Diploma with demonstrated HR/payroll expertise or Bachelor’s degree in HR, Business, Accounting, Finance, or related field.

• Payroll certification (CPP or FPC) preferred.

Experience & Technical Skills:

• Advanced experience with payroll processing systems; Workday Payroll strongly preferred.

• Strong proficiency in Excel, Word, PowerPoint, SharePoint, and reporting tools.

• Proven ability to design reports, perform reconciliations, and manage complex payroll data.

Competencies & Behavioral Skills

• High attention to detail with strong ownership mindset and bias for action.

• Excellent written and verbal communication skills; ability to convey complex information clearly.

• Strong analytical and problem‑solving skills with the ability to interpret data and make recommendations.

• Highly organized, adaptable, and able to manage competing priorities and deadlines.

• Demonstrated discretion and confidentiality when handling sensitive employee and financial information.

• Continuous improvement mindset with the ability to develop workflows and prevent issue recurrence.

• Payroll processed accurately and on time with ≥99.5% accuracy.

• Reduction in off‑cycle payroll payments and manual corrections year over year.

• Successful completion of internal and external audits with no material findings.

• Increased employee self‑service proficiency resulting in fewer timekeeping errors.

• Effective knowledge transfer and training delivery on Workday payroll and timekeeping modules.

• Positive employee and manager feedback regarding HR support and responsiveness.