Manager, HRIS

Redstone Federal Credit Union

11d • Onsite

About The Position

The HRIS Manager is the “owner” or subject matter expert of Workday Core HCM, data integrity, security administration, business process design, compensation setup, end user – “user” experience and reporting and analytics. This position is focused on data analysis and compilation and is accountable for the development and distribution of critical reports/dashboards to the organization. The role is responsible for compiling and analyzing financial, operational, and cost information as it relates to the company’s Human Resource practices. This position ensures accurate best practice business process/workflows and other system dependencies are in place within Workday to support the administrators of compensation programs, annual performance reviews, benefits administration and open enrollment, payroll and reporting efforts.
Supports the Chief Administrative Officer and HR group with organizational initiatives, such as project communications, planning and program implementation.
Demonstrates our “True North” attributes: voice of the customer, respect for the individual, no nonsense communication and utilization of facts, servant leadership and has a continuous improvement mindset in every facet of leadership and daily interaction. Leads, collaborates and demonstrates the lean principles and utilizes the lean methodologies and tools to facilitate continuous process improvements and value creation for our customers, employees and shareholders. Actively utilizes lean tools (VSM, Kaizen, A3, etc.) to inform and assess business opportunities to drive continuous improvement. Lead and participate in Kaizen and value stream mapping activities.

Requirements

• Bachelor’s degree or equivalent work experience.
• Minimum of 5 years HR experience with at least 2 years of HRIS experience, preferably in manufacturing or consumer packaged goods.
• Workday, Microsoft Office and Excel and Database experience required
• Strong background in a geographically dispersed, multi-state environment.
• Experience in understanding and translating the priorities of the business and integrating the HR value proposition and strategies to meet the needs of the business.
• Track record of strong business partnership and cross functional collaboration within a dynamic, fast paced environment: a strategic leader who takes initiative and ownership.
• Experience maintaining strict confidentiality of data and information.

Responsibilities

• Manage and Own Workday: Maintain relationship, plan and monitor progress of all external partners working within Workday on initiatives/projects. Serve as a primary resource in relation to Workday setup and maintenance implementing and administering HR plans and procedures for key HR programs and projects, including ongoing efforts and new local, regional, or overall initiatives as it relates to Workday/HRIS implementation and training. Responsible for all Workday system admin. responsibilities. Develop project plans and monitor progress of key HRIS related initiatives for quality and timeliness. Manage testing, development/implementation, training and documentation and communications for new initiatives within Workday (as assigned). Evaluate reports and results of implementations to advise senior management of situations or roadblocks which may pose a risk to assigned projects. Responsible for Training the Trainers on Workday system and processes built utilizing Workday to streamline efficiencies. Take ownership/Responsibility for updating data and maintaining data integrity in Workday. ensures accuracy of compensation data in the HRIS system. Maintain/enhance compensation structure, changes, efficiencies and business processes within Workday. Help Other HR team members evaluate positions (newly created, promotions, etc.) to determine appropriate job classification, title, and grade through reporting efforts. Help support the administration and setup and review and report on annual performance reviews. Research and analyze Workday HRIS best practices as needed for HR/Business to help ensure Workday adoption and full integration while continually looking for ways to help the business increase their efficiencies through Workday. Identify risks or opportunities, summarize and present findings and recommendations for remediation or changes to processes which improve the delivery of HR services to the organization. Own the Workday operational relationship: primary interface with Workday on day-to-day issues. Open tickets and follow up with Workday for support issues. Understand the tenant system downtimes and upcoming stem updates, needs for sandbox exemptions, and own all communications to business. Plan and execute strategy for all Workday upgrades; communicating changes, impacts and risks, testing and understanding new features and functionalities that affect current and desired setup.
• Reporting Leader: Expert in HRIS report development. Responsible for all HR reporting including (but not limited to): head-count reporting, compensation analysis, compliance reporting, ad-hoc reports as requested. Receive and interpret all report requests, ensure customer expectation of end result and timeline. Develop and distribute requested reports and any training needed for successful handoff to customer. Collect and prepare HR data from multiple sources (or data tables) in order to efficiently and effectively create appropriate reports based on customer needs and timelines. Serve as liaison between field and OCS staff assisting with obtaining employee related data for operational decision making and/or audit support. Under direction of HRD, consolidate annual departmental budget and assist with monthly review of actual vs budget analysis. Develops dashboards and scorecards for reporting key metrics and human capital trends, with insightful commentary for senior leadership. Performs deeper dive analyses of scorecard results to determine root cause drivers and potential solutions. Through ongoing analysis, identifies and monitors key human capital levers which influence return on investment. Identifies best practices and opportunities for improvement.
• Additional Team Responsibilities: Support HR team with second level Workday support of issues. Act as second level support for Workday transactional support Partner with HR leaders and other key departments to develop and delivery of HR related communications (Workday/HRIS related memos, training presentations, other presentation and FAQs, etc.). Maintain an up-to-date repository (online or other) of HR documents, including but not limited to policies, training documents, procedures with proper version control and organization. Partner with HR team members to observe, learn, and coordinate or assume work activities including but not limited to fact-finding investigations, and audits. Plan and administer the deployment of Employee Code of Conduct Handbooks and/or updated policies and procedures to the organization. Make and assume other duties and responsibilities required or assigned by management. Adhering to the Code of Business Ethics is essential. We value honesty and integrity above all else and we expect our employees to be committed to the highest ethical standards. Maintain high safety standards. Safety is personal for us all.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager