Compensation Implementation ADP Workforce Now Project Manager

At TURN our mission is Improving Lives. Our organization embraces the tenets of client-centered care, and our core values in People, Culture and Growth are at the forefront of everything we do. We hire exceptional individuals seeking meaningful opportunities in a purpose-driven environment.

JOB SUMMARY

TURN Behavioral Health Services is a San Diego–based nonprofit delivering mental health, substance use disorder, housing, and justice-involved services through 80+ programs and roughly 740 employees. Our People Operations team is modernizing how we manage compensation so that pay decisions are consistent, transparent, and easy for managers to administer.

TURN is seeking an experienced ADP Compensation Implementation Project Manager to lead the implementation and rollout of ADP Workforce Now compensation management through April 30, 2027.

The project moves TURN from anniversary date reviews and spreadsheet-based processes to a centralized, common-date annual review and merit cycle in ADP including salary structures, salary bands, and approximately 90 program-level compensation budgets tied to employee evaluations.

This is a hands-on, player-coach role, not a coordination position. You will own the implementation plan and manage HR, Payroll, Finance, IT, operational leaders, and the ADP implementation team and you will personally do the detailed system work: data cleanup, bulk uploads, salary structure loads, validation, testing, and reconciliation.

RESPONSIBILITIES

Reasonable accommodation may be made for individuals with disabilities to perform essential job functions.

Project Leadership & Implementation

• Own the end-to-end implementation plan, schedule, milestones, dependencies, risks, issues, and decision log.

• Drive the project to an April 30, 2027, completion date, holding both internal stakeholders and ADP accountable for deliverables and timelines.

• Lead implementation meetings with clear owners and deadlines.

• Identify risks early, build practical mitigation plans, and escalate issues that need executive or vendor intervention.

ADP Compensation Configuration & Support

• Work directly in ADP Workforce Now to set up the compensation module.

• Configure compensation structures, salary ranges, eligibility rules, budgets, review cycles, and approval workflows.

• Translate TURN's compensation practices into workable configuration rather than accepting system defaults.

• Validate employee, job, position, compensation, reporting-hierarchy, and organizational data.

• Support integration between compensation processes and payroll; troubleshoot configuration and data issues with ADP and internal users.

Hands-On Data Entry & Data Management

• Enter and update employee and compensation data.

• Load and validate salary ranges, salary bands, and compensation budgets, using bulk uploads where appropriate.

• Review employee/job mappings and 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; perform QC checks before and after every data load.

Testing & Quality Assurance

• Build a structured testing and validation plan; coordinate and perform user acceptance testing (UAT).

• 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 resolution with ADP, and conduct a final go-live readiness assessment.

Change Management & Training

• Develop administrator and manager procedures for the new compensation process.

• Create concise job aids, process documentation, and training materials; support manager training before launch.

• Ensure HR and Payroll can administer the system independently, with clear post-launch ownership and escalation paths.

Project Closeout

• Confirm successful implementation and complete final data reconciliation.

• 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.

QUALIFICATIONS

• 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 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: 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 with executives, HR, payroll, managers, and external vendors.

STRONGLY PERFERRED

• Three or more successful compensation-management implementations, ideally in ADP.

• Has personally configured, tested, or administered ADP — not only managed 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.

• Nonprofit, healthcare, or multi-program organization experience.

• PMP, SHRM-CP/SCP, PHR/SPHR, CCP, or similar credentials are a plus; hands-on implementation experience matters more.

PHYSICAL REQUIREMENTS

These physical demands represent what must be met to successfully perform the essential functions of this position. As mentioned above, reasonable accommodation may be made for qualified disabilities.

☒ Seeing ☒ Hearing ☒ Speaking

☒ Stooping/Bending ☒ Working in cramped spaces ☒ Moving around facility

☒ Moving between offices/clients ☒ Driving – light errands ☐ Climbing

☒ Lifting/carrying heavy items ☐ Driving – in the course of job duties ☐ Using hands/fingers

☐ Pushing/pulling/dragging items ☒ Standing for long periods ☒ Sitting for long periods

☐ Working outside/underground

I can perform the above functions:

☐ Without accommodation ☐ With accommodation. If so, please specify:

OTHER DUTIES

This job description isn’t a comprehensive list of activities, duties or responsibilities required for this job. Duties, responsibilities and activities may change at any time with or without notice.

TURN is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), gender, gender expression, gender identity, sexual orientation, marital status, medical condition, military or veteran status, national origin, race, religious creed, and sex (includes pregnancy, childbirth, breastfeeding, and related medical conditions).

TURN Behavioral Health Services complies with all applicable federal, state, and local laws and regulations regarding the use of artificial intelligence and automated decision-making technologies in recruiting and employment decisions.