Compensation Implementation ADP Workforce Now Project Manager

MENTAL HEALTH SYSTEMS•San Diego, CA

About The Position

TURN Behavioral Health Services is seeking an experienced, hands-on project manager to lead the implementation and rollout of ADP Workforce Now compensation management through April 30, 2027. TURN is a San Diego-based nonprofit with more than 80 programs and roughly 740 employees. Its People Operations team is modernizing compensation practices, moving from anniversary-date reviews and spreadsheet-based processes to a centralized, common-date annual review and merit cycle in ADP. The implementation will include salary structures, salary bands, and approximately 90 program-level compensation budgets tied to employee evaluations. This is a player-coach role combining end-to-end project leadership with direct system and data work. The project manager will oversee HR, Payroll, Finance, IT, operational leaders, and the ADP implementation team while personally handling tasks such as data cleanup, bulk uploads, salary structure loads, validation, testing, and reconciliation. The role also includes preparing HR and Payroll to administer the system independently, supporting manager training, and documenting the implementation and handoff.

Requirements

At least 5 years of HRIS, compensation, payroll, or HR technology implementation experience.
Led multiple compensation-system implementations from planning through go-live.
Hands-on ADP experience, preferably with ADP Workforce Now compensation functionality.
Strong working knowledge of salary structures and ranges, merit increases, compensation budgets, eligibility, manager worksheets, approval workflows, effective dating, job and position data, and payroll impacts.
Advanced Excel skills, including lookups, pivot tables, conditional logic, filters, and reconciliation of large employee datasets.
Proven accuracy in detailed data-entry and data-validation work.
Strong project management skills across multiple workstreams and deadlines.
Excellent communication skills with executives, HR, Payroll, managers, and external vendors.

Nice To Haves

Three or more successful compensation-management implementations, ideally in ADP.
Personal experience configuring, testing, or administering ADP, beyond managing an implementation team.
Experience moving an organization from anniversary-date or spreadsheet-based reviews to a common-date, centralized HRIS compensation workflow.
Experience integrating compensation with payroll and performance-management cycles.
Experience building salary structures, salary bands, and compensation budgets.
Experience in a nonprofit, healthcare, or multi-program organization.
PMP, SHRM-CP/SCP, PHR/SPHR, CCP, or similar credentials.

Responsibilities

Own the end-to-end implementation plan, schedule, milestones, dependencies, risks, issues, and decision log.
Drive the project to completion by April 30, 2027, and hold internal stakeholders and ADP accountable for deliverables and timelines.
Lead implementation meetings with clear owners and deadlines; identify risks, develop mitigation plans, and escalate issues requiring executive or vendor intervention.
Work directly in ADP Workforce Now to set up the compensation module, including compensation structures, salary ranges, eligibility rules, budgets, review cycles, and approval workflows.
Translate TURN’s compensation practices into system configuration rather than relying on system defaults.
Validate employee, job, position, compensation, reporting-hierarchy, and organizational data.
Support integration between compensation processes and payroll, and troubleshoot configuration and data issues with ADP and internal users.
Enter and update employee and compensation data; load and validate salary ranges, salary bands, and compensation budgets, using bulk uploads where appropriate.
Review employee and job mappings; clean, correct, and de-duplicate source data.
Compare source records to ADP and reconcile compensation against Payroll and HR records.
Maintain implementation spreadsheets and data-conversion files, and perform quality checks before and after data loads.
Build a structured testing and validation plan; coordinate and perform user acceptance testing.
Test compensation cycles end to end, including manager access, employee populations, salary ranges, budgets, calculations, approvals, and workflow routing.
Perform payroll-impact reconciliation before production rollout; document defects, drive their resolution with ADP, and conduct a final go-live readiness assessment.
Develop administrator and manager procedures for the new compensation process; create job aids, process documentation, and training materials, and support manager training before launch.
Ensure HR and Payroll can administer the system independently, with clear post-launch ownership and escalation paths.
Confirm successful implementation, complete final data reconciliation, and document open issues and recommended follow-up actions.
Deliver configuration and process documentation, complete knowledge transfer to HR and Payroll, and provide a final summary with lessons learned.