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Full Job Description
IOA is on the forefront of revolutionary healthcare models, reshaping the way people can age in place. Our innovative models transform lives, enhance communities, and save healthcare systems millions of dollars. Rather than focusing on archaic outdated design, we strive to consistently question the “status-quo” and create new and more innovative ways to help aging adults and adults with disabilities maintain their quality of life. With over 23 programs, we offer multiple ways to aid seniors maintain their health, well-being, independence and participation in the community, fulfilling our mission.
The HR Operations and Workday HRIS Manager will work within and collaborate with an energetic HR Team based in our San Francisco regional office and serve the organization at large. This highly visible Manager is responsible for the quality and timeliness of service provided to IOA’s staff and leadership within an HR service center environment as outlined by Service Level Agreements (SLAs) to our employees and in alignment with our values of serving the community with excellence. S/he will be responsible for leading the areas of HR service, systems, data transactions, data integrity, reporting and compliance. Additionally, responsible for oversight of the performance management process, and scalable HR projects in support of organizational development and enhancing the employee and manager experience as the organization grows.
POSITION DUTIES:
Lead long term HR system enhancement projects, including full integration, testing, training, education, maintenance, upgrades, and continuous improvements
Evaluate and maintain HR systems for efficiency and recommend new technology, standardization, and processes to maximize support of HR Operations service center
Responsible for system of record and accuracy/data integrity of all daily Human Capital Management (HCM) data transactions
Support Workday team subject matter experts to ensure successful deployment of all Workday functions including, Payroll, Benefits, HCM, Talent, Succession Planning, and Learning
Provide expertise and recommendations on business process development
Manage/monitor the integration development process, coordinating schedules and managing outsourced partner resources to ensure timelines are met to fix critical issues in Workday system
Create, establish, maintain, and oversee programs and services that support retention and engagement including new manager onboarding and HR system training
Hire, supervise, develop, manage the performance of direct reports
Responsible for annual performance management system, including best practices and system training, communication timelines, completion reporting, and partnering with Compensation to integrate ratings with merit increases
Provide training, mentoring, and coaching to first point-of-contact team members with a commitment to servicing, educating, conducting root cause analysis, and helping to solve problems for employees and managers
Utilize case management tools, metrics, and reporting for planning, coordinating, and supervising assigned staff to ensure efficient and effective operations in accordance with department’s Service Level Agreements (SLA) and standards
Collaborate with other members of the People Team on the development and maintenance of a People Team Dashboard of HR related metrics
Collaborate with IT in maintaining FreshDesk ticketing and call system
Partner with Finance Department in providing Human Capital information to build accurate annual forecasts, budgets, dashboards, and justification for Position Control decisions
Facilitate HR Compliance audits requiring personnel record review and assist in longer-term electronic filing project
Responsible for HR compliance as it related to HR Operations
Generating standard and ad hoc customized in reports to support the needs of the organization
Implement and maintain electronic personnel files, and oversee document retention in compliance with employment laws and regulations
Regularly collect, review, and report on employee/management feedback enabling the department to create HR initiatives for positive change and increase efficiency in processes
Help develop HR Operations Manual for HR team, documenting all Standard Operating Procedures (SOPs), User Guides, and training material as necessary and ensuring version control as processes improve and evolve
Creating PO’s, reconciling and approving bills
Support Sr. HR Operations Director and Chief People Officer with other assignments and projects as they arise
POSITION REQUIRED QUALIFICATIONS:
Bachelor’s Degree in Human Resources or other business-related field, or equivalent combination of education and relevant experience
Minimum 3-5 years of Human Resources or HRIS experience, as well as managing and mentoring staff
3+ years of Workday experience
Customer focused with mature independent judgment, professionalism, and ability to maintain absolute discretion and confidentiality
Strong Knowledge of Project Management, HR systems, technology, Human Capital Management
Excellent process improvement, reporting, and organizational skills are critical for successful performance in this position, as well as a positive, and collaborative team-based approach
Knowledge of local, state, and federal employment laws preferably in working within a government contracting agency or union environment
Working knowledge of human resources best practices that can be applied in a health care or nonprofit environment
Ability to adapt within an ambiguous environment, in which customer needs are ever changing
POSITION PREFERRED QUALIFICATIONS:
SHRM/PHR certification a strong plus
Previous work within a high-volume HR service center or shared service environment
Bilingual in Mandarin, Cantonese, or other language
COMPENSATION
Range: $118,293.00 – $149,605.50/year
This amount is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific employee, which is always dependent on actual experience, education and other factors.
This range does not include any additional equity, benefits, or other non-monetary compensation which may be included.
We encourage you to learn more about IOA by visiting us here.
IOA reserves the right to adjust work hours or duties when appropriate.
Institute on Aging is an Equal Opportunity Employer. Institute on Aging is committed to cultivating a diverse and inclusive work environment and providing equal opportunities to all employees and job applicants without regard to age, race, religion, color, national origin, sex, sexual orientation, gender identity, genetic disposition, neuro-diversity, disability, veteran status or any other protected category under federal, state and local law.
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
