Manager HR Systems (Remote)

Company :

Job Description : 

JOB SUMMARY

Join an experienced HR Technology team that enables the Human Resources strategy aiming to deliver a seamless digital employee experience. In this role you will provide hands-on leadership to a team of analysts who design, develop and deliver technology and process solutions across the HR Tech ecosystem. This role includes people leadership, managing day to day operations and staffing, and serving as the interface between business requests to HR Technology to central portfolio management.  

You will manage project schedules, planning and team resourcing, ensuring that projects are delivered on time and aligned with project interdependencies. You will partner closely with colleagues across both HR and IT, building strong relationships. You will influence project prioritization decisions by delivering insights to HR Technology leadership about team capacity, project complexity, and other project considerations.

In this role you will promote a team culture that emphasizes continuous learning, growth opportunities and skill development, positive engagement, and team norms/ways of working together.

ESSENTIAL RESPONSIBILITIES 

1.  Process Management & Governance

• Project & Portfolio Management - Define and implement project management processes and methodologies for HR systems that ensure projects are delivered on-time, within budget, adhere to high quality standards, and meet the customers’ expectations.  Collaborate and negotiate with internal customers and external partners to manage project priorities, expectations and outcomes. 
• Data Governance - Accountable for HR master data integrity including the use and dissemination of employee information, data privacy, data quality, data records retention, and data extracts and feeds for compliance / regulatory reporting
• Compliance – Privacy & Security – adhere to all established data privacy (PII) and data security standards and procedures.  Participate in compliance audits as required to ensure proper access and procedures are maintained regarding employment-related data and artifacts.
• New Business - Support M&A activities, including data management alignment, planning, interfaces and integration strategies.

2.   Innovation & Continuous Improvement

• Lead innovation efforts to address process improvements within the HR functions.  Coach and develop team members on continuous improvement methodologies and practices. 
• Define and develop appropriate measurement systems and processes to demonstrate improvement within the HR systems team as well as across all continuous improvement projects within the HR area.
• Maintain a strong working knowledge of market trends, industry-leading techniques and tools that support innovation and improvements within the HR and technology disciplines.

3.  Service Delivery

• Define and deliver proactive approaches using HR systems to solve business needs/problems and enhance the understanding and acceptance of HR systems capabilities. 
• Negotiate and communicate Service Level Agreements with internal customers and external partners to ensure our business needs are appropriately met within expected timeframes and within budget.
• Ensure production issues are resolved within established SLAs and are solved to root cause to avoid future occurrences.
• Contribute to and manage the timely delivery of quality solutions to the HR internal customer teams.
• Proactively manage external partners to ensure services delivered meet or exceed defined SLAs.  Aggressively drive the team towards improvement opportunities that deliver a meaningful improvement to the business customer.

4.  Coaching and Development of Team

• Ensure that each employee has defined clear, stretch goals that align to the department and enterprise goals.  Provide frequent feedback on performance related to goals and competencies.  Recognize accomplishments and reward for great performance.
• Provide opportunities for growth and development to the team that extend the team’s current skill set. 
• Hold employees accountable for managing their goal plan to ensure outcomes are realized within the expected timeframes.  Ensure all employees create and maintain an aggressive individual development plan.  Define and develop an appropriate succession plan for key roles within the team.

5.  Other duties as assigned or requested.

EDUCATION

Minimum

• Bachelor's Degree

Substitutions

• 6 years relevant and progressive experience in lieu of Bachelor degree

EXPERIENCE

Required

• 10  years of extensive and demonstrated progressive experience in  Human Capital Management systems, including  implementation and management within a large, multi-faceted organization
• 5-7 years of technology implementation and support experience, specifically in the areas of human resources.
• 5-7 years of progressive and successfully leading and managing large scale teams of analysts, project managers and developers
• Knowledge of enterprise HRIS systems and technology landscape to effectively develop strategy and roadmap for HRIS

Preferred

• Experience with Workday HCM
• Experience with Kronos / UKG

SKILLS

• Team leadership: ability to removes barriers, manages stakeholders, and escalates risks, issues, and business impacts, real-time coaching and guidance to team members
• Project & portfolio management: Ability to manage a portfolio of projects including prioritization, capacity planning and project/program governance (systems development life-cycle)
• Ability to comprehend, analyze and interpret the most complex business problems and documents
• Strong communication skills, both written and oral
• Detail oriented, ability to deliver on-time and in-scope 
• Ability to balance multiple initiatives and project timelines and prioritize responsibilities
• Self-motivated, proactive, and outcome-oriented
• Able to successfully partner with business, HR colleagues and a project team in a matrixed environment
• Strong documentation skills, including standard operating procedures/process, methodologies (e.g. project life cycle) and ensuring that all team members are trained
• Project planning and team resourcing, ensuring that projects are delivered on time and aligned with project interdependencies 

Language (Other than English):

None

Travel Requirement:

0% - 25%

PHYSICAL, MENTAL DEMANDS and WORKING CONDITIONS

Position Type

Office-based

Teaches / trains others regularly

Occasionally

Travel regularly from the office to various work sites or from site-to-site

Rarely

Works primarily out-of-the office selling products/services (sales employees)

Never

Physical work site required

Yes

Lifting: up to 10 pounds

Constantly

Lifting: 10 to 25 pounds

Occasionally

Lifting: 25 to 50 pounds

Rarely

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.
Compliance Requirement : This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.
As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times.  In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. 
Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Pay Range Minimum:

Pay Range Maximum:

Base pay is determined by a variety of factors including a candidate’s qualifications, experience, and expected contributions, as well as internal peer equity, market, and business considerations.  The displayed salary range does not reflect any geographic differential Highmark may apply for certain locations based upon comparative markets.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, age, religion, sex, national origin, sexual orientation/gender identity or any other category protected by applicable federal, state or local law. Highmark Health and its affiliates take affirmative action to employ and advance in employment individuals without regard to race, color, age, religion, sex, national origin, sexual orientation/gender identity, protected veteran status or disability. 

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