TfL, GLA or OPDC
Employee Payments Adviser
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Job Title: Employee Payments Adviser
Position Type: TfL Permanent
Grade: Pay Band 1
Salary: Circa £30K per annum depending on skills, knowledge, and experience
Location: Endeavour Square (Stratford - London) / Hybrid
Role Overview
The Employee Payments Adviser role is tasked with supporting the Employee Payments Accounts, Production, and/or Systems management activities. The role is responsible for carrying out required tasks to ensure the timely processing of all payroll accounting, BACS transmissions, and expenses payments for all employees, in accordance with both statutory and company rules.
The adviser will provide a high-quality payroll and transactional service using business knowledge to support internal and external customers. This role will support the HRSS processes as well as TfL where required.
Key Accountabilities
- Play a role in following new Employee Payments processes and driving continuous improvement initiatives and embrace change initiatives to perform in line with new processes and with appropriate governance.
- Support the Employee Payments team, taking responsibility for driving required cultural attributes across the team, including a focus on compliance and service delivery, customer service excellence, and a focus on controlled continuous improvement.
- Support the team in embedding the new Business Services model and support future transformation opportunities.
- Delivery of high-quality advice and services to employees and external organizations, in a customer-focused way to resolve complex problems.
- Ensure accurate and punctual processing and transmission of payroll BACS files, CHAPS payments, and Faster Payments for all employees including ensuring that statutory deductions are accounted for and payments are made to HMRC to set deadlines.
- Process advance payments and make manual calculations adjustments where necessary.
- Process expense claims and manage expense-related queries.
- Carry out daily retrospective checks on expense reports and ensure that out-of-policy claims are sent to authorizers to review and claims that do not comply within expenses and travel policies, and HM Revenue & Customs and Excise regulations are rejected.
- Monitor and audit employee pay data entered associated HRS systems, in a timely and accurate manner.
- Support Employee Payments specialists in the maintenance, updating, amendments, and upgrades of Payroll systems including testing and error management.
Skills, Knowledge, and Experience
Skills
- Good communication skills with both internal and external stakeholders.
- Good analytical skills and a proactive approach to problem-solving.
- Good organization and planning skills.
- Ability to competently use payroll systems and software, and maintain records.
- Proficient in the use of Microsoft Office software (especially Excel).
- Ability to apply risk and control practices and procedures.
- Basic understanding of professional Accounting principles and standards.
- Basic ability to produce and interpret external and management reporting.
- Strong understanding of pay agreements and ability to model impact of pay agreement changes.
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Knowledge
- Basic knowledge and understanding of Employee Payments processes and procedures including month-end and year-end activities.
- Practical knowledge of statutory legislation pertinent to Income Tax (PAYE), National Insurance, OSP, SSP, SMP, SPP, and SAP, and company pension schemes, Benefits in Kind, and Attachment of Earnings Order.
- Basic knowledge of reconciling payroll ledger accounts each period.
- Basic knowledge of loans and benefits commonly processed through payroll reimbursement.
- Basic knowledge of current legislation and obligations required for Employee Payments.
- Basic knowledge of Employee Payments systems (SAP – desirable).
- Good understanding of general accounting principles and standards.
Experience
- Experience of working in an Employee Payments/Payroll function in a large organization.
- Experienced professional in working within a Business Services environment.
- Experience in using Employee Payments systems and applications.
- Experience in applying retrospective adjustments to prior years to reflect retrospective agreement of pay settlements.
- Experience in delivering a high-quality customer experience and dealing with sensitive and confidential matters.
- Experience in processing high volumes of payroll data using an ERP system to extremely tight deadlines.
- Experience of using a Case Management System, SAP R/3, and Microsoft tools.
Equality, Diversity, and Inclusion
We are committed to equality, diversity, and inclusion and aim to reflect the diverse communities we serve. We believe that a diverse workforce enables us to deliver better services and outcomes. Our goal is to make our recruitment as inclusive as possible. As a Disability Confident Leader, we actively encourage applications from disabled people. As part of the Disability Confident scheme, we aim to offer an assessment or interview to candidates who apply via the scheme where the minimum essential criteria for skills, knowledge, and experience has been met. In some circumstances, it may not be practical to offer an interview or assessment to every candidate who applies through the scheme and meets the minimum essential criteria; in these situations, we select candidates who best meet the minimum criteria for the job rather than interviewing all who meet them.
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Across all recruitment activity, we recognize that selection methods may vary depending on the nature and scale of the campaign and will be applied fairly, consistently, and proportionately in line with our Disability Confident commitments.
Application Process
Please apply using your 2-page CV. Think carefully about the skills, knowledge, and experience in the advert and cover this in your CV. PDF format preferred and do not include any photographs or images.
The closing date for applications is Sunday 23rd August 2026 @ 23:59.
Interviews will be held on 16th and 22nd September 2026.
All offers of employment are subject to satisfactory right-to-work checks. Candidates must be able to demonstrate their right to work in the UK. At the present time TfL is unable to offer visa sponsorship for this role.
Vetting Process
At Transport for London, safety, trust, and fairness sit at the heart of how we recruit. Our Vetting Charter (https://tfl.gov.uk/corporate/careers/our-vetting-process) explains the checks we carry out before you join us, helping ensure we create a safe, inclusive, and reliable network for everyone who depends on our services. We simply ask that the information you provide is honest and accurate so we can progress your application smoothly. If something doesn’t match or can’t be verified, we may not be able to move forward with your application, but we’ll always treat you with transparency, respect, and clear communication throughout.
Benefits
In return for your commitment and expertise, you will enjoy excellent benefits and scope to grow. Rewards vary according to the level of role but mostly include the below:
- Final salary pension scheme
- Free travel for you on the TfL network
- Reimbursement of 75% of the cost of a standard class Ticket for National Rail travel from home
- 29/30 days annual leave plus public and bank holidays (Delete one)
- TfL is committed to work-life balance, operating a hybrid working approach where business and role requirements allow
- Private healthcare discounted scheme (optional) (Delete if not applicable – LU spot grades/Q grades)
- Tax-efficient cycle-to-work programme
- Retail, health, leisure, and travel offers
- Discounted Eurostar travel
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