Human Capital Management Systems Manager
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About The Position
The Human Capital Management (HCM) and Special Projects Manager will play a pivotal role in overseeing the Human Capital Management Systems and Human Resource Information Systems (HRIS) within the organization. This position is fully remote and is designed for a 3-month assignment, requiring up to 25 hours of work per week. The ideal candidate will possess extensive experience with the Ceridian/Dayforce HCM system and will be adept in project management methodologies and tools. The role demands excellent communication and leadership skills, as well as a high level of organization and attention to detail. The manager will be responsible for leading and managing projects from initiation to completion, ensuring that all tasks are executed efficiently and effectively. In this role, the manager will oversee the optimal functioning of the organization's internal HR information services systems, maintaining internal database files, tables, codes, backup files, integrity, and security. They will provide technical support and troubleshooting assistance to the HR team and employees, ensuring that all systems operate smoothly. The manager will also compile complex data reports and summaries as requested by senior executives, serving as the lead representative and liaison between HR, Information Services, external vendors, and other stakeholders for HR database design and implementation projects. Additionally, the manager will maintain compliance with data security and privacy requirements, assist in running complex payroll processes, and provide technical and functional support for integrating HR systems with various financial and healthcare systems via API. Conducting data analysis and research to provide recommendations aimed at reducing turnover, increasing retention, and enhancing employee engagement will also be key responsibilities. The manager will be expected to adapt to other duties as required by business needs, making this a dynamic and engaging position.
