HCM Operations Lead

Key Responsibilities Develops thorough understanding of YAI Network, including its affiliate agencies in the following areas: organization and structure, services provided, stakeholders, workflows, processes and touch points to inform process development and support appropriate system design and data standardization. Develops and maintains strong working relationships with managers and staff across all functions and agencies, key stakeholders and subject matter experts. Serves as the Workday HCM Business Process subject matter expert (SME), standardizing and streamlining Workday HCM day-to-day operations support including troubleshooting issues and serving as the escalation point for process and systems issues, using understanding of end-to-end employee lifecycle processes to partner with all applicable parties to facilitate design and configuration of Workday to meet business needs. Independently manages assigned projects, owning specific infrastructure requirements and roadmap deliverables (e.g., Time Tracking, Absence, Talent). Assists in the maintenance configurations for Workday foundational business processes, specializing in areas that affect other functional areas (i.e. Organization, Companies, Job Profiles, Supervisory Organizations, BP’s, HCM, Finance, T&A, Payroll) ensuring understanding of processes and touchpoints, identifying opportunities to streamline and improve processes. Leads business process analysis, requirements gathering and definition, configuration of updates, testing upgrades and change management needs including documentation, training and user adoption in collaboration with all applicable stakeholders and HCM team to establish, streamline or improve business processes. Collaborates with key HR and business stakeholders to understand their strategies, analyzing issues, identifying missing information, policy gaps and trends, eligibility considerations and expected HR response outcomes, proposing solutions to help translate insights or opportunities through workforce data by conducting related reviews and audits. Designs and delivers end user and team-specific education, presentations, job aids and guides relating to Workday processes and for new processes and procedures. Reviews onboarding tasks, documents and job details for new hires in Workday and moves forward the hire business process, ensuring accuracy and completeness of all entries and documentation, communicating any deficiencies to onboarding team or HR leadership and ensuring corrections are made. Conducts daily review of Workday job, compensation and status change requests confirming accuracy and consistency of transactions to be processed, identifying compensation, job profile, title and/or effective date issues within the records, approving requests or summarizing issues and coordinating internal review, confirmation and resolution with HR representatives, recruiting/onboarding and/or management in a timely manner. Prepares and/or processes employee-related transactions in Workday as requested by HCM team leadership and facilitates email notifications to appropriate staff and/or departments. Regularly monitors and handles inquiries received by staff, managers, HR and other departments regarding HR-related Workday issues or questions via email, chat or phone, providing support for an array of issues and serving as primary contact for job, compensation and status change and new hire-related inquiries; makes administrative corrections, troubleshoots issues and determines resolutions or escalates/redirects inquiries accordingly for handling. Ensures data quality and integrity by participating in ad-hoc and routine workforce analyses and analytics, ensuring appropriateness of employee pay rates, job details, costing activities and equity and identifying areas for education, system enhancements or standardization to support increased accuracy and improved employee experience. Utilizes Workday reporting and queries to obtain, confirm and/or compile employee or title information, preparing tables, calculations, status updates and other summary reports or analyses to support accurate reporting and actionable analytics to assist management with Human Capital decisions. Stays current with all regulatory updates and identifies individuals that may be due adjustments, auditing, identifying and/or preparing transactions to be manually processed or otherwise addressed. Tracks, collects, reviews and compiles data and ensures timely submission of annual and other regulatory reporting as directed. Supports development of standard reporting to increase access to important data for managers and other stakeholders and assists with ad hoc report requests, as directed. Performs all other duties, as assigned. Minimum Qualification Requirements Bachelor’s Degree in Human Resources, Information Technology or related area; and Five (5) years of experience working on/with an Human Resources Information System (HRIS) team or in another role performing a variety of HR-related duties requiring a broad understanding of all components of HR, benefits, payroll, recruiting, performance, finance, security and learning, including experience in administration, design, management or updates to ERP system and related tools; and Solid understanding of Federal and multi-state employment law including ACA, FMLA, ADA, EEOC, ERISA, HIPAA and applicable State and Local regulations in New York State, New York City, New Jersey and/or California; or A satisfactory combination of education, experience and/or training. Excellent communication skills (e.g., speaking, writing, presenting), including the ability to effectively communicate complex or technical information to a variety of audiences and between stakeholders across the organization. Exceptional interpersonal skills, including the ability to build collaborative partnerships with a strong customer-focus and consultative approach at many levels and across all functional lines of the organization. Demonstrated thought leadership in the areas of data analytics with a lens for both the technical and business and ethical issues, plus opportunities related to ERP and workforce analytics. Proactive and flexible self-starter with the ability to organize and prioritize multiple tasks and projects with limited guidance in a fast-paced, dynamic environment, taking ownership to deliver quality work by established deadlines. Proven ability to diagnose problems with strategic thinking, using strong analytical and problem-solving skills to drive the design and implementation of appropriate solutions for system and operational issues. Ability to handle sensitive information with discretion and maintain confidentiality. Advanced knowledge of Microsoft Office applications, including charts, formulas, v-lookups and tables in Excel; advanced formatting and review functionality in Word and proficiency with electronic systems, specifically ERP/HCM systems. Ability to report on-site to our Manhattan office regularly and to occasionally travel to other YAI locations across the NYC metropolitan area, as requested. Ability to meet essential physical demands of position, including the ability to sit for extended periods, lift and carry files or documents weighing up to 10 pounds and move around the office. Preferred Qualification Requirements N/A Compensation $90,000 per year All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a Vietnam or disabled veteran. YAI is an Equal Opportunity Employer. To ensure fairness, safeguard transparency, and promote an equitable workforce environment, YAI Network prohibits the practice of nepotism in the workforce and hiring process. #J-18808-Ljbffr YAI