Position Overview
The Payroll Manager is accountable for the end‑to‑end delivery of payroll across the group, ensuring accurate, compliant, and timely payment of employees and associated statutory obligations.
This is a critical control role within the organisation, requiring a high degree of technical expertise, discretion, judgement, and integrity. The Payroll Manager plays a key role in safeguarding employee trust, meeting regulatory obligations, and supporting the broader finance and people functions in a highly regulated wealth management environment.
This role is located in Sydney, New South Wales, Australia; Melbourne, Victoria, Australia.
Primary Responsibilities
End‑to‑End Payroll Ownership
- Own and manage the full payroll lifecycle across all entities, including monthly/fortnightly payroll processing, commission/bonus payments, off‑cycle payments, allowances, terminations, and adjustments
- Ensure payroll is processed accurately, on time, and in accordance with employment contracts, awards, enterprise agreements, and legislation
- Act as the primary point of accountability for payroll outcomes across the group
- Provide trusted payroll advice to senior leaders and the People & Culture team
- Respond to complex payroll queries with professionalism, clarity, and discretion
Compliance, Risk & Governance
- Ensure compliance with all relevant legislation and regulatory requirements, including:
- PAYG withholding
- Superannuation (including Payday Super readiness)
- Payroll tax
- Fair Work Act and applicable awards
- Maintain strong internal controls, audit trails, and segregation of duties within payroll processes
- Proactively identify and mitigate payroll, compliance, and operational risks
- Support internal and external audits and respond to payroll‑related findings
Systems, Data & Process Excellence
- Own payroll systems (currently Employment Hero, potentially migrating to Workday) and data integrity, including configuration, testing, upgrades, and process improvements
- Partner with Focus Finance, People & Culture, and external providers to optimise payroll efficiency and accuracy
- Lead continuous improvement initiatives to enhance controls, automation, reporting, and employee experience
Reporting & Insights
- Deliver accurate payroll reporting, reconciliations, and journals for month‑end and year‑end processes
- Support financial reporting requirements, including provisions, accruals, and cost analysis
- Provide insights on payroll trends, risks, and improvement opportunities
- Proven experience managing payroll end‑to‑end in a medium organisation
- Proven experience operating in a matrix structure
- Experience within financial services, professional services, or other regulated environments is a must
- Strong knowledge of payroll systems and reporting tools, preferrable Employment Hero, Workday and ADP
- Relevant tertiary qualifications in Accounting, Finance, Payroll, or related discipline (preferred)
- Membership of a professional payroll association (e.g. APA) desirable
- Deep technical expertise in Australian payroll legislation and compliance
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About Focus Financial Partners
Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit www.focusfinancialpartners.com or follow the company on LinkedIn.
The following language is for US based roles only
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For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.
For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this shall be subject to criminal penalties and civil liability.
For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.
For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation. The Company complies fully with the Americans with Disabilities Act.
