The Director, HR Operations will be a critical member of the HR management team and will work with the Deputy Chief People Officer, Head of Compensation and Benefits, Vice President, HR, and CPO to drive and deliver upon FRB’s human resources objectives, developing HR infrastructure, automation, and processes. The successful candidate will serve as a partner to the HR leadership team, IT Infrastructure business partners, Operations business partners, and business leaders and will help establish a long-term HR operations roadmap and strategy while also participating in the build-out and staffing of the Operations functions.
HRIS
Partners with IT teams to:
Design and implement a long-term HRIS strategy, vision, and roadmap for systems implementations.
Plan and direct the establishment and ongoing administration of Human Resources Information Systems to support short- and long-range Human Resources goals.
Oversee the specification, development, and implementation of new or redesigned systems, dashboards, reports and policies and procedures for internal use.
Manage relationships with software and hardware vendors and ensures the development of proper training and documentation for system use and maintenance.
Consult with Deputy Chief People Officer and other division or department management in developing company-wide use of HRIS salary planning, performance management, and reporting functions.
HR Metrics & Analytics/Change Management
Deploy HR strategy, objectives, and operating plan and execute concepts, processes, and solutions based on workforce metrics.
Act as partner with management to maximize human capital value to achieve corporate and business objectives.
Capture and monitor HR operational metrics. Determine and evaluate if the workforce structure supporting FRB’s business strategy meets or exceeds industry norms. Drive to root causes and develop and deploy countermeasures in areas such as: financial metrics, workforce cost, workforce structure, span of control, workforce retention, functional outsourcing, etc.
Support and drive organizational change initiatives. Make recommendations on ways to improve workforce efficiency and/or productivity.
Additional key areas of responsibility include:
HR and Financial Institution compliance
Process consistency and efficiency
HR data integrity
SOX controls and Internal Audit compliance
Interface with Access and Identity Management and Roll Based Access (RBAC) project
HR vendor relationships
Staffing and performance management systems and processes
Special information requests
New hire processing
Current employee processing
Qualifications:
The ideal candidate will be an operationally-focused strategic driver with a broad view of HR. This individual can contribute beyond HR operations and provide clear communications in an approachable and accessible manner. He/she will also have the following qualifications.
Minimum of 10 years of HR operations, HR shared services, or related HR leadership experience
Deep knowledge and understanding of all HR functions and processes, extensive HRIS and HR technology and applicable product knowledge and expertise. Ability to and experience with managing HR vendors across the function
Exceptional project management, organization, communication, interpersonal, collaboration, and relationship skills
Demonstrated expertise in development and delivery of integrated HR services. This should include the ability to build the appropriate business case, create cost/benefit analyses, and develop the appropriate strategies
Capability to improve HR processes and HR efficiency through automation and self-service while maintaining high service delivery levels and employee satisfaction
Experience building and leading an HR analytics function and aligning analytics services to COE and HRBP needs
Strong background in HR compliance and SOX controls and internal auditing systems and processes
Experience with crafting and deploying business continuity plans and structures. Can lead enterprise risk management assessments and put into place risk controls and measures as appropriate
Ability to analyze and define problems and identify relevant operational and/or process solutions, to include process reengineering, if/as required
PHYSICAL/MENTAL REQUIREMENTS:
Vision must be sufficient to read data reports, manuals and computer screens.
Hearing must be sufficient to understand a conversation at a normal volume, including telephone calls and in person.
Speech must be coherent to clearly convey or exchange information, including the giving and receiving of assignments and/or directions.
Position involves sitting most of the time, but may involve walking or standing for brief periods of time.
must be able to travel in a limited capacity.
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