Innovative Leadership in Payroll and Benefits

Bob P. Constantinidis, PLP, FPC is the Director of Payroll and Benefits at Pizza Pizza Limited, where he is responsible for overseeing the company’s payroll processes and employee benefits programs. With a strong background in payroll management and a commitment to excellence, Bob holds professional certifications as a Payroll Leadership Professional (PLP) and Fundamental Payroll Certification (FPC). His expertise and leadership have played a crucial role in optimizing payroll operations and enhancing employee engagement / satisfaction within the organization.

Leading with Vision

My career journey has been a long and diverse one. Initially, I trained as an aircraft maintenance engineer and worked in the aviation industry. This role instilled critical skills such as meeting tight deadlines, ensuring safety, and delivering excellent customer service—skills that later proved invaluable in my transition to payroll.

When the airline I worked for went bankrupt, I decided to leave the cyclical nature of the aviation industry. At the time, I was employed at a bank and noticed an opportunity in their payroll division, then operated by Comcheq, which was later acquired by Ceridian. My first payroll role involved managing a set list of clients daily. I would handle their payroll over the phone, primarily for small businesses like gas stations. This involved entering employee hours, processing terminations, setting up new hires, and managing payroll details.

After two years, I joined ADP in a client services role. There, I supported larger clients with tasks such as yearend processes, setting up employees, and configuring earning and deduction codes. During this time, I pursued payroll certifications through the Canadian Payroll Association (now the National Payroll Institute). I completed courses for Payroll Administrator, and Payroll Supervisor, and eventually obtained the Payroll Manager designation (now the Payroll Leadership Professional designation).

Equipped with this knowledge, I transitioned to running payroll departments directly. My first such role was at Coretec, a circuit board manufacturing company with operations in Canada and the U.S. This position provided my first experience with U.S. payroll, for which I earned the FPC certification from the American Payroll Association (now PayrollOrg). At Coretec, I managed one direct report and payroll for multiple locations, advancing to the role of Payroll Supervisor and eventually Payroll Manager.

Seeking broader challenges, I joined Pizza Pizza, where I’ve been for over 22 years. The company’s national presence offered the scale I was looking for. Initially hired as a Payroll Supervisor, I progressed to Payroll Manager and later assumed responsibility for group benefits as the National Payroll and Benefits Manager. During my tenure, Pizza Pizza acquired Pizza 73 in Alberta, further expanding the organization. I now oversee payroll and benefits for both brands, with two direct reports: a Payroll and Benefits Coordinator in Ontario and a Payroll Manager for Pizza 73 in Alberta.

Throughout my time at Pizza Pizza, I’ve led numerous system implementations to streamline operations. We recently transitioned from ADP PCPW to their Workforce Now HCM product, consolidating nine payrolls onto the platform and integrating features like performance reviews, annual merit increases, and time-off management. Currently, we are finalizing our time and attendance system and time clocks ensuring continuous data flow for all our employees. We aim to make Workforce Now a comprehensive solution for employee engagement, from viewing earning statements to participating in surveys.

In June of 2022, I was promoted to Director of Payroll and Benefits. This role reflects the hard work and the collaborative efforts of my team and the organization. Success in this field required strong support from our Leadership Team, self-motivation, and teamwork, all of which have contributed to where I am today.

Streamlining Processes: From Manual Effort To Automation

Currently, we are implementing a new time and attendance system for our employees, replacing an outdated system that has been in use for over 15 years. The new platform integrates effortlessly with Workforce Now, offering a modern, efficient solution. Our focus is on training employees to use the new system and highlighting its benefits.

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The new system provides employees with greater transparency and convenience. They can now view their punches, track upcoming vacations, and access relevant information online. This shift simplifies processes for employees and significantly reduces duplication of work.

Previously, vacation requests were managed manually— employees would email their plans, which were then entered into the payroll system. With the new system, vacation requests are submitted directly through ADP, and routed to managers for approval. Managers can easily review an employee’s available days and ensure adequate workforce coverage before approving the request. This streamlined approach saves time and empowers managers with better tools to oversee their teams effectively.

A Thoughtful Approach To AI Adoption

We recently transitioned to a new workforce management platform to stay ahead of the curve and improve efficiency. One key benefit is the automation of GL reports. Previously, this was a manual, time-intensive process: we would receive reports from ADP, enter the data into spreadsheets, send it to accounting, and they would manually update their financial system. Now, with automation, the process takes just minutes. ADP generates a report in a format compatible with our accounting system (JDE), which the accounting team can review and import directly. What once took hours is now completed with just a few clicks.

The platform also introduces new tools like a chatbot within the ADP Mobile app. Employees can use it to find answers to common questions, such as how to view earning statements or check vacation balances. For example, they can log in on a weekend, type or speak their query, and receive step-bystep instructions. This self-service functionality empowers employees to manage tasks like booking vacation time, which they can request through the system for managerial approval, streamlining the process even further.

As for emerging technologies like AI, I approach them with cautious optimism. While I recognize AI is here to stay, I prefer to let other organizations adopt, test, and refine these tools first. Once the technology has proven its reliability and value, we can evaluate its potential for implementation within our payroll systems.

The Rise Of Self-Service Systems

I believe the future will involve greater employee empowerment, particularly through self-service systems. For example, with Manulife our group benefits provider, employees now have online access to view details about their dental, health, and vision care coverage. They can check their coverage limits, remaining balances, and healthcare spending accounts independently. We’re working to educate employees on how to manage these tasks themselves rather than relying on the payroll department to handle them.

Similarly, for filing claims, we encourage employees to use the provider’s app, where they can upload receipts, submit claims, and set up direct deposit for faster reimbursements. This process is more secure and efficient than traditional methods, such as mailing claims or waiting for checks.

We’re also staying mindful of challenges related to emerging prescription drugs, like biologics, which can be costly. To mitigate potential premium increases for employees, we’re focused on ensuring the benefits plan is well-funded and operating efficiently. Automation and employee engagement are key to achieving these goals while maintaining the plan’s financial stability.

The Value Of Networking And Mentorship

Gain as much experience as possible and consider joining professional organizations. In Canada, for example, the National Payroll Institute offers excellent resources, while the U.S. has PayrollOrg. For group benefits, certifications like the CEBS designation can also be valuable. Pursuing professional designations is increasingly important, as many employers now look for both practical experience and formal certifications.

Earning a designation enhances your knowledge and adds credibility to your resume. It demonstrates commitment and shows potential employers the effort and expertise you have invested in your profession. Additionally, building a peer network is essential. Seek mentorship opportunities—whether as a mentor or mentee—to learn from others’ experiences and broaden your perspective. These steps can significantly support career growth and professional development.