HR Employee Services Manager, Assoc. Dir.

Purpose: The Associate Director, HR Employee Services Manager serves as the operational backbone of the Employee Services function, providing senior-level expertise across the full employee lifecycle. Reporting to the Director of Employee Services Operations, this individual contributor role is responsible for driving HR operational excellence through robust Workday administration, people analytics and reporting, HR compliance, policy governance, and cross-functional process improvement. The Associate Director brings a systems-level view of HR, ensuring that operational workflows, data integrity, and compliance obligations are tightly integrated and consistently executed across all HR sub-functions. Major Accountabilities: Workday Administration & HRIS Management Serve as a primary Workday power user and subject matter expert across HR Operations, with accountability for data integrity, configuration support, and system optimization. Partner with the HRIS Director to troubleshoot system issues, test enhancements, and implement process improvements within Workday. Ensure accurate and timely data entry and maintenance across all HR modules including Core HCM, Benefits, Compensation, and Talent. Support system audits and data quality reviews; proactively identify and resolve data discrepancies that affect downstream reporting or compliance. People Analytics & Reporting Design, build, and maintain HR dashboards, standard reports, and ad hoc analyses that support data-driven decision-making across the HR function. Lead the development and delivery of recurring workforce reports, including headcount, turnover, time-to-fill, compensation equity, and compliance metrics. Support leadership and Board-level reporting by compiling accurate, well-structured people data in collaboration with HR sub-function leads. Identify trends and surface insights from HR data to inform strategic priorities, workforce planning, and operational improvements. HR Compliance & Regulatory Oversight Monitor changes in employment law and regulatory requirements; translate updates into actionable operational adjustments and communicate implications to HR leadership. Coordinate with Legal, Finance, and Payroll to ensure alignment of compliance-related obligations affecting the employee population. HR Policy Development & Governance Own the HR policy library: develop, revise, and maintain policies in alignment with regulatory requirements, organizational strategy, and HR best practices. Partner with the Director of Employee Services Operations and HR leadership to conduct annual policy reviews and implement updates with clear communication and change management plans. Process Documentation & Operational Excellence Design and maintain comprehensive process documentation, including Standard Operating Procedures (SOPs), Quick Reference Guides (QRGs), and training materials that support operational consistency across HR. Assess existing HR workflows and identify opportunities to streamline, automate, or eliminate inefficiencies; lead improvement initiatives through to implementation. Employee Lifecycle Operations Maintain deep, working knowledge of the full employee lifecycle – onboarding, position changes, leave of absence, benefits administration, and offboarding – and ensure operational execution aligns with policy and regulatory requirements. Support onboarding operations including HR orientation and system setup coordination. Skills / Knowledge: Required Systems thinker who understands how HR sub-functions interconnect and proactively builds bridges across operational silos. Exceptional attention to detail with strong organizational skills; able to bring structure and order to ambiguous or demanding environments. Clear and direct communicator - written and verbal - with the ability to translate operational complexity for a non‑technical audience and engage credibly at all levels of the organization. High degree of professional discretion and judgment in handling sensitive employee data and confidential matters. Self‑directed and proactive; comfortable driving work forward independently while knowing when to elevate. Collaborative professional who builds effective working relationships across HR and with business partners. Preferred Experience in financial services, banking, or another highly regulated industry. Exposure to AI‑assisted HR tools or HR technology modernization initiatives. SHRM‑SCP, SPHR, or equivalent HR certification. Critical Competencies: Results driven – high‑energy, positive, entrepreneurial in spirit while goal‑oriented and outcomes‑focused. Strong business acumen, maturity, and leadership skills – comfortable operating at a strategic level while staying close to execution. Technologically fluent – confident and self‑sufficient in HR systems, particularly Workday; actively seeks to leverage technology to improve outcomes. Process‑minded – approaches HR work with rigor and structure; comfortable building, documenting, and improving processes, not just advising. Workday HCM: required (Core HCM, Reporting, Benefits, Compensation, Talent modules preferred). Microsoft Office Suite: advanced proficiency in Excel (pivot tables, VLOOKUP, data validation), Word, and PowerPoint required. Microsoft 365 / Co‑Pilot: familiarity with productivity tools and AI‑assisted workflows a plus. Salary Range: $145k to $175k The Federal Home Loan Bank of San Francisco is committed to the principles of equal opportunity in employment (e.g., employees, applicants) and in contracting (e.g., suppliers, vendors) regardless of race, color, religion, sex, national origin, disability status, genetic information, age, sexual orientation, gender identity, status as a parent, or any other characteristic protected by law. We are committed to cultivating a workplace free of unlawful discrimination, harassment, and retaliation, and are dedicated to fostering vibrant communities by serving as a reliable source of liquidity and resources for affordable housing and economic development. Salary ranges reflect the base salary that the Bank reasonably expects to pay for a given role and is not inclusive of annual incentive award opportunities, retirement benefits or the value of other health and welfare or other ancillary benefits. We consider many factors when determining base salaries such as individual background and experience, the competitive environment, education, particular skill set(s), and industry and institutional knowledge. The Bank is committed to offering all team members challenging and engaging work with market competitive pay, retirement, and benefit offerings. In support of this commitment, the Bank routinely engages in market competitive benchmarking surveys and analysis to ensure our team members continue to be paid fairly and competitively. #J-18808-Ljbffr