People Ops Manager – HRIS & Compensation

People Ops Manager – HRIS & Compensation

Requirements

• Bachelor’s degree in Human Resources Management, Business Administration, or related field required.
• A minimum of five years of related experience is required, some payroll experience is preferred.
• Certified Compensation Professional® (CCP®) or Global Remuneration Professional (GRP) and SHRM-CP highly desirable.
• Proficiency in Microsoft Excel and preferred experience with AON Radford and CompXL.
• Thorough understanding of all areas of information systems with a highly technical understanding of ADP Workforce Now.
• Verbal and written communication skills, including the ability to convey complex information clearly and understandably.
• Interpersonal and technical support skills.
• Prioritization, organizational skills and attention to detail.
• Strong analytical and problem-solving skills and ability to interpret and communicate data.
• Familiarity with human resource policies and procedures to ensure the HRIS meets organizational needs and goals.
• Show judgment and initiative to accomplish job duties on time.
• Be able to work independently and manage confidential information.
• Knowledge of state and federal laws, especially as they apply to base compensation and incentive compensation programs, company policies, and operations.

Responsibilities

• Support and maintain the organization’s Human Resource Information System (HRIS) applications and modules such as managing the compensation function for the organization, including planning, developing, and implementing new and revised global compensation programs, policies, and procedures to align with the company’s goals and competitive practices.
• Responsible for ensuring that company compensation programs are consistently administered in compliance with internal policies and government regulations.
• Partner with the management of the development, implementation and administration of compensation programs.
• Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends and corporate objectives.
• Provide advice to corporate staff on pay decisions, policy interpretations, and job evaluations.
• Partner to develop creative solutions for specific compensation-related programs and incentive plans.
• Oversee the participation in salary surveys and monitor salary survey data to ensure corporate compensation objectives are achieved.
• Oversee and maintain the optimal function of the HRIS, which may include installation, customization, development, maintenance, and upgrade to applications, systems, and modules.
• Provide technical support, troubleshooting, and guidance to HR system users.
• Collaborate with executive leadership and HR staff to identify system improvements and enhancements; recommend and implement solutions.
• Manage permissions, access, personalization, and similar system operations and settings for HR systems users.
• Program custom functions and documentation such as automated queries, filters, macros, and reports.
• Compile or assist with the acquisition of complex data reports, summaries, and logs for senior executives and HR staff.
• Audit HRIS and other HR systems/software as needed for data integrity, partnering with the HR team when needed.
• Serve as lead representative and liaison between HR, information services, external vendors, and other stakeholders for HR system design and implementation projects.
• Ensure system compliance with data security and privacy requirements.
• Maintain knowledge of trends and developments in HR system providers, vendors, and technology.
• Create, document & train standard operating procedures and best practices in Payroll, HR, Benefits, Time & Attendance & other features included in client profiles.
• Responsible for end-of-year maintenance in HRIS including rollovers, calendars, placement management, and other utilities as needed.
• Develop, test, and implement new integrations, interfaces, and upgrades of HR systems in conjunction with vendors and internal partners such as Finance and IT teams.
• Define, evaluate, and configure HR systems/tools together with HR and non-HR groups to ensure efficiency in HR processes and data integrity across all HR systems.
• Responsible for developing and performing ongoing scheduled activities of conducting system and user audits and upgrades.
• Communicate with the HR team, Operations, Finance and other departments to review cross-departmental impacts and reconcile data sharing.
• Understand and use qualitative/quantitative measurement and data collection design principles to present data.
• Ensure compliance with federal, state and local compensation laws and regulations, especially as they apply to base compensation and incentive compensation programs, company policies, and operations.

Preferred Qualifications

• Some payroll experience is preferred.