HR Employee Services Manager, Assoc. Dir.

Federal Home Loan Bank of San Francisco•San Francisco, CA

8d•$145,000 - $175,000

About The Position

The Associate Director, HR Employee Services Manager serves as the operational backbone of the Employee Services function, providing senior-level expertise across the full employee lifecycle. This individual contributor role is responsible for driving HR operational excellence through robust Workday administration, people analytics and reporting, HR compliance, policy governance, and cross-functional process improvement. The Associate Director brings a systems-level view of HR, ensuring that operational workflows, data integrity, and compliance obligations are tightly integrated and consistently executed across all HR sub-functions.

Requirements

Systems thinker who understands how HR sub-functions interconnect and proactively builds bridges across operational silos.
Exceptional attention to detail with strong organizational skills; able to bring structure and order to ambiguous or demanding environments.
Clear and direct communicator — written and verbal — with the ability to translate operational complexity for a non-technical audience and engage credibly at all levels of the organization.
High degree of professional discretion and judgment in handling sensitive employee data and confidential matters.
Self-directed and proactive; comfortable driving work forward independently while knowing when to escalate.
Collaborative professional who builds effective working relationships across HR and with business partners.
Workday HCM: required (Core HCM, Reporting, Benefits, Compensation, Talent modules preferred).
Microsoft Office Suite: advanced proficiency in Excel (pivot tables, VLOOKUP, data validation), Word, and PowerPoint required.

Nice To Haves

Experience in financial services, banking, or another highly regulated industry.
Exposure to AI-assisted HR tools or HR technology modernization initiatives.
SHRM-SCP, SPHR, or equivalent HR certification.
Microsoft 365 / Co-Pilot: familiarity with productivity tools and AI-assisted workflows a plus.

Responsibilities

Serve as a primary Workday power user and subject matter expert across HR Operations, with accountability for data integrity, configuration support, and system optimization.
Partner with the HRIS Director to troubleshoot system issues, test enhancements, and implement process improvements within Workday.
Ensure accurate and timely data entry and maintenance across all HR modules including Core HCM, Benefits, Compensation, and Talent.
Support system audits and data quality reviews; proactively identify and resolve data discrepancies that affect downstream reporting or compliance.
Design, build, and maintain HR dashboards, standard reports, and ad hoc analyses that support data-driven decision-making across the HR function.
Lead the development and delivery of recurring workforce reports, including headcount, turnover, time-to-fill, compensation equity, and compliance metrics.
Support leadership and Board-level reporting by compiling accurate, well-structured people data in collaboration with HR sub-function leads.
Identify trends and surface insights from HR data to inform strategic priorities, workforce planning, and operational improvements.
Monitor changes in employment law and regulatory requirements; translate updates into actionable operational adjustments and communicate implications to HR leadership.
Coordinate with Legal, Finance, and Payroll to ensure alignment of compliance-related obligations affecting the employee population.
Own the HR policy library: develop, revise, and maintain policies in alignment with regulatory requirements, organizational strategy, and HR best practices.
Partner with the Director of Employee Services Operations and HR leadership to conduct annual policy reviews and implement updates with clear communication and change management plans.
Design and maintain comprehensive process documentation, including Standard Operating Procedures (SOPs), Quick Reference Guides (QRGs), and training materials that support operational consistency across HR.
Assess existing HR workflows and identify opportunities to streamline, automate, or eliminate inefficiencies; lead improvement initiatives through to implementation.
Maintain deep, working knowledge of the full employee lifecycle — onboarding, position changes, leave of absence, benefits administration, and offboarding — and ensure operational execution aligns with policy and regulatory requirements.
Support onboarding operations including HR orientation and system setup coordination.