Human Resources Manager

Associated Students, CSUF•Fullerton, CA

20d

About The Position

The Human Resources Manager leads the operational aspects of all HR functional areas in support of organizational success and the ASI strategic plan. This confidential role manages HR systems, including the HRIS, learning management, and performance management platforms; compensation administration; organization-wide performance review cycles; compliance reporting and mandatory training; and workforce analytics. The manager ensures consistent, scalable processes and accurate data across HR platforms, provides reporting, and supports data-driven workforce planning and organizational improvement. The role oversees HRIS and data management, performance management, payroll coordination, compensation and classification, recruitment metrics and recruitment activity, compliance, employee engagement, benefits administration, workers’ compensation administration, employee-relations intake, and training and development. It supervises the HR Administrative Assistant, mentors HR Coordinators, and trains HR staff on systems, processes, and technology platforms. The position reports to the Chief Human Resources Officer. Work is primarily performed in an office setting with extended computer use and occasional exposure to varying indoor and outdoor environments. The role involves interaction with a wide range of stakeholders. Off-campus or after-hours events, meetings, or retreats may be required. The position may occasionally require driving; a valid driver’s license and current auto insurance meeting CSURMA driving standards must be on file. Employment is contingent on satisfactory employment history and a criminal background investigation. The employee must serve as a Mandatory Reporter and sign the ASI Mandatory Reporter Form. Reasonable accommodations are available for qualified individuals with disabilities.

Requirements

Bachelor’s degree in human resources, business administration, or a related field, or an equivalent combination of education and experience.
Five to eight years of progressive operational experience across major HR functional areas.
PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) certification through HRCI.
Demonstrated experience implementing and/or managing a robust HRIS/HCM with multiple modules or components, such as ATS, payroll, performance, or onboarding.
Demonstrated experience as a benefits administrator.
Demonstrated experience managing payroll company-wide.
Demonstrated experience managing performance evaluation cycles, processes, and systems.
Expertise across HR functions, including recruiting, payroll, benefits administration, employee relations, performance management, compliance, and employee engagement.
Comprehensive understanding of the practical application of current state and federal employment laws and regulations.
Ability to manage the design, processes, and data integrity of multiple HR software platforms, including HRIS, performance management, benefits platforms, and LMS.
Knowledge of data flow between internal and external systems; skill in extracting, managing, and researching data; managing system uploads; and using Excel for reports, pivot tables, charts, and V-lookups.
Ability to prioritize tasks, meet deadlines, and manage multiple projects simultaneously; identify problems, analyze options, and make sound decisions; and maintain structured, efficient, consistent processes.
Excellent written and verbal communication skills and ability to communicate effectively with diverse audiences.
Strong interpersonal, relationship-building, and collaboration skills.
Accuracy, careful attention to detail, and commitment to data integrity.
Ability to adjust to changing priorities and learn new skills quickly.
Ability to maintain strict confidentiality of sensitive employee information and provide outstanding customer service.
Strong organizational and execution skills in a fast-paced environment; ability to contribute as an active team member, work toward shared goals, and pursue measurable organizational outcomes.
Personal accountability, initiative in resolving limitations, and ability to build alignment with peers, functional partners, and external partners.
Ability to work independently and cooperatively with diverse teams in a fast-paced environment with multiple deadlines and changing priorities.
Intermediate computer and Microsoft Office Suite skills, including Word, PowerPoint, and Outlook; advanced Excel knowledge.
Ability to meet the physical and mental demands described, including extended sitting or standing, walking around campus, occasional lifting and carrying of materials weighing no more than 30 pounds, computer equipment operation, and effective communication.
Satisfactory employment history and criminal background investigation.
May be required to drive occasionally; valid driver’s license and current auto insurance meeting CSURMA driving standards must be on file.
Must serve as a Mandatory Reporter and sign the ASI Mandatory Reporter Form.

Nice To Haves

Experience administering complex state benefits, including medical and retirement programs such as CalPERS.
Experience building HR processes and systems from the ground up.
Experience in higher education, nonprofit, or mission-driven organizations.
Experience supporting high-volume or early-career workforce populations.

Responsibilities

Manage HR systems, including the HRIS, benefits administration platform, performance management system, and learning management system; coordinate enhancements, corrections, customizations, vendor support, integrations, and data processing.
Produce recurring dashboards and reports, conduct custom workforce reporting and analysis, complete required reports such as EEO-1 and California Pay Data Reporting, and provide workforce data to leadership and appropriate external entities.
Audit HR systems, platforms, data repositories, and employee records; maintain data accuracy and integrity; conduct data cleanup; and evaluate or assist with implementing HR technology solutions.
Administer the annual performance review process, configure cycles and workflows, provide user support, track completion, communicate progress and issues to the CHRO, and maintain review records.
Manage probationary reviews by issuing review materials, tracking completion, advising supervisors, escalating issues, and maintaining records; run monthly timeliness reports.
Coordinate with employees, supervisors, and payroll staff to ensure HR actions are reflected accurately and promptly in payroll, and reconcile payroll and HR data.
Prepare compensation equity analyses, reports, and workforce pay studies; plan and process pay changes; enter adjustments into the HRIS; and notify employees and supervisors before effective dates.
Coordinate compensation survey participation and maintain survey records; respond to and process unemployment, disability, and other employment-verification requests.
Track and analyze recruitment metrics, translate findings into actionable insights, and lead staff or student recruitments as needed.
Stay current on employment laws and best practices; review HR actions for compliance; monitor mandatory training completion; manage DMV-related compliance and employee documentation; support visa and I-9 compliance; serve on the Safety Committee as needed; and manage personnel-file retention, archiving, and destruction.
Manage the technical aspects of the annual engagement survey, report findings to HR leadership, conduct pulse surveys as requested, and support engagement programs, events, and recognition activities.
Administer benefits programs and monthly reconciliations; lead Open Enrollment; advise employees on benefits changes and processes; provide advanced benefits counseling; recommend benefit and cost-management improvements; process changes; troubleshoot complex cases; educate HR staff; and audit benefits platforms.
Report workers’ compensation claims and act as liaison to the claims administrator.
Conduct initial intake for employee-relations matters and refer them to appropriate HR team members for resolution.
Manage required compliance training, monitor completion, send reminders, and notify supervisors and leadership of non-compliance.
Supervise the HR Administrative Assistant, including assigning work and exercising supervisory authority; mentor HR Coordinators; and train HR staff on HR systems, processes, and technology platforms.