Global Payroll Manager

Nelnet Servicing•Lincoln, NE

About The Position

Nelnet is seeking a Global Payroll Manager to provide expertise and backup for international payroll within the existing People Operations team. The role evaluates payroll operating models country by country, develops country-specific processing playbooks, trains People Operations team members to handle international work, and serves as an escalation point when issues fall outside documented guidance. International payroll processing remains within the current People Operations team rather than moving to a separate international team. The manager will lead international People Services team members and coordinate with Legal, Tax, business leaders, Payroll Tax, Treasury, Finance, HRIS, IT/Security, Benefits, and HRBPs. Compensation starts at $90,000 USD / $125,000 CAD, depending on experience. This position is for an existing vacancy.

Requirements

At least 5 years of hands-on multi-country payroll experience, including personally establishing payroll in at least one new country.
Experience selecting and managing EOR/PEO or in-country payroll vendors, including contract negotiation and SLA management.
Experience creating process documentation and training others to use it.
Experience integrating a newly acquired or newly established entity into an existing payroll, benefits, or tax framework.
Comfort working with ambiguous, build-as-you-go mandates.
Strong cross-functional collaboration skills; the role works regularly with Tax, Legal, HRIS, Benefits, and HRBPs.
Working fluency in international payroll tax fundamentals, including taxation of earnings and deduction codes, statutory filing cycles, and year-end reporting, sufficient to partner directly with the Payroll Tax Manager.

Nice To Haves

Direct payroll or employment law experience in Canada, Australia, or India.
Global Payroll Management Institute (GPMI) or CPP certification with an international component.

Responsibilities

Lead onboarding assessments for each new or acquired country, choosing payroll mechanisms (EOR, PEO, or direct) and worker classifications in partnership with Legal, Tax, and business leaders, and drive system or vendor setup.
Define country-specific payroll build requirements, including earnings and deduction codes, tax treatment, and pay practices, partnering with the Payroll Tax Manager.
Maintain a standing reference of country payroll requirements.
Partner with the Payroll Tax Manager on country tax and compliance requirements, providing context on filings, statutory obligations, and year-end statements while the Payroll Tax Manager owns tax decisions and the framework.
Define statutory and market-standard time-off and leave entitlements by country and translate them into policies People Operations can administer.
Define statutory termination and severance requirements by country and incorporate them into playbook guidance for People Operations and HRBPs.
Own data privacy and cross-border handling requirements for associate payroll data, including GDPR requirements for EU countries, partnering with Legal and IT/Security.
Serve as the HR-side point of contact for payroll funding and banking mechanics, including currency, timing, and in-country account requirements, partnering with Treasury and Finance.
Lead and develop international People Services team members through direction, coaching, performance management, and capability-building.
Build and maintain processing playbooks for each active country for People Operations' day-to-day payroll processing.
Oversee training and certification of People Operations team members as first-line international specialists, embedding expertise through a tiered capability model.
Serve as the escalation point and working backup for international payroll issues, associate questions, and processing gaps, including holiday and coverage mismatches outside documented guidance.
Own EOR, PEO, and international payroll provider relationships, including contract negotiation, SLA management, and performance evaluation.
Continuously reassess the appropriate EOR, PEO, or direct operating model for each country as company size, strategy, or footprint changes.
Partner with HRIS and Systems on configuration and integration for new countries, and work with HRBPs to address gaps in international knowledge.