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- Collaborates with HR leaders and IT to execute the HR Technology Strategy and roadmap
- Serves as primary interface with UKG Pro on day-to-day issues related to HR services
- Responsible for all HR-related HRIS system administration responsibilities and supports Payroll-related system administration as necessary
- Serves as the Project Manager for HRIS projects including implementations, upgrades, enhancements, and systems interfaces
- Gathers, analyzes, and documents business requirements and effectively communicates requirements to internal business partners and third parties for new process and/or technology evaluation
- Identifies and executes on opportunities for technological innovation and improvement
- Leads and designs training initiatives and oversees the creation and maintenance of HRIS documentation (processes and procedures, user guides, training SOPs, UAT scripts) for end-users
- Works with the Learning & Development team to develop and deliver end-user training for UKG Pro
- Ensures data structure and infrastructure supports current and evolving HR analytics needs
- Investigates, evaluates, and recommends solutions to meet ongoing and future business needs
- Identifies risks or opportunities and recommends changes to processes which improve the delivery of HR services to the organization
- Ensures HR compliance activities, employment laws and regulations are properly applied within the scope of the HRSS/COE’S responsibilities
- Increases the efficiency of department functioning by creating new tools, processes and procedures and enhancing HRSS business practices
- Leads the continuing the development and maintenance of the HR case management and knowledge database system
- Creates effective, easy to understand HR reporting solutions (dashboards, metrics, reports, people-related models, etc.) according to business needs
- Partners with HR team and business leaders answer strategic questions with data analytics, making insightful data-driven business decisions, and properly designing new initiatives for optimal impact.
- Conducts internal reviews to proactively identify any controls that need strengthening. Handles Internal/External audit inquiries impacting the HRSS and leads implementation of mitigation/improvement plans
- Establishes performance and customer satisfaction metrics. Creates dashboards for reporting and analytics. Responsible for proactively identifying recurring issues, evaluating trends, and develops plans to address performance issues through process changes, training, and talent management.
COMPENSATION
- Manages the execution of Portillo’s compensation strategy. Scales existing programs to operate efficiently in parallel to growth plans. Serve as a compensation advisor to the rest of the People team, hiring managers, and CHRO.
- Serve as a resource to administrators and supervisors for compensation, salary administration, job descriptions, data requests and related functions.
- Leads, manages, mentors, coaches, and develops a diverse team of compensation and people operations professionals
