Head of Employee Relations & HR Compliance

Human Resources Manager

The Human Resources Manager leads and manages the operational aspects of all functional areas of Human Resources, in support of organizational success and the ASI strategic plan. This confidential role serves as the operational backbone of Human Resources, managing HR systems such as the HRIS, LMS and performance management software platforms, compensation administration, organization-wide performance management cycles such as annual evaluations and probationary reviews, compliance reporting, mandatory training compliance, and workforce analytics. The position ensures consistent, scalable HR processes, providing significant reporting, ensures data integrity across all HR platforms, and supports strategic workforce planning through data-driven decision-making to continuously improve organizational outcomes and inform broader workforce planning.

HRIS and Data Management: Serve as subject matter expert and systems manager for HRIS, benefits administration, performance management, LMS. Manage required data uploads, downloads, integrations, and batch processing updates. Create, manage run and distribute monthly reports for analysis, reconciliation. Complete required reporting, including EEO-1 and California Pay Data Reporting. Research and provide workforce data to leadership and appropriate external entities. Audit and maintain HR systems to ensure accuracy, consistency, and data integrity. Serve as subject matter expert on systems and resource to HR team, supervisors and employees. Audit all systems, platforms and data repositories to ensure current data and strong data integrity. Conduct data clean-up efforts and employee record maintenance. Evaluate and assist with implementation of new HR technology solutions.

Performance Management: Administer the annual performance review process through the performance management platform. Serve as SME for the performance management system for HR team and employees and as liaison to software provider. Launch and manage cycle, including changes, customization as needed and assisting employees and supervisors in learning and navigating the system. Manage and track probationary review process, issuing probationary review to supervisors for new hires, tracking completion and advising supervisors on the process, elevating issues to HR leadership as appropriate, saving reviews to employee files and HR shared folder. Partner with employees, supervisors and ASI payroll staff to ensure HR actions are reflected in payroll system timely and accurately. Serve as liaison regarding updates needed to payroll (new hires, pay increases, separations) as well as reconciliation of data between payroll and HR.

Compensation and Classification: Prepare accurate and thorough equity analysis for offers and internal equity assessment. Plan for and manage pay changes checking for all impacted employees, entering pay increases in the HRIS timely, drafting and sending notification(s) to employees and their supervisors prior to the first effective pay period. Manage batch internal changes such as minimum wage increases annually, proactively planning the process, entering adjustments into the HRIS system in time to meet the effective pay date and distributing letters to notify employees and supervisors prior to the effective pay date. Coordinate compensation survey participation and maintain survey records. Respond to and process unemployment, disability, and other employment verification type requests.

Recruitment: Track and analyze recruitment metrics. Translate recruitment data into actionable insights for leadership and the CHRO. Lead recruitments as needed.

Review and approve personal actions processed in the HRIS for compliance. Manage DMV-related compliance requirements. Serve as subject matter expert on visas for student employment, I-9 compliance, training HR Coordinators, assisting employees as needed. Serves on Safety Committee as needed. Manage personnel file retention, archiving, and records destruction.

Employee Engagement: Manage technical aspect of engagement survey annually; compile data and report on findings to HR leadership. Conduct pulse surveys as requested. Support employee engagement programs, events, and recognition activities throughout the year.

Serve as subject matter expert on CalPERS benefits and retirement programs, in policy and practice, as well as use of the CalPERS software platform as HR admin. Advise and notify employees regarding benefits changes, timing of changes, required documents and required processes such as recertifications. Recommend improvements to benefit offerings and cost management strategies. Troubleshoot all complex benefits related processes, changes while providing excellent customer services to employees. Educate HR team on nuances of benefits system, processes and vendors. Audit benefit platforms for accuracy and compliance.

Worker's Compensation Administration: Workers' Compensation claim reporting. Serve as liaison to claims administrator.

Employee Relations: Conduct initial intake for employee relations matters. Refer matters to appropriate HR team members for resolution.

Training & Development: Manage required compliance training programs. Supervise the HR Administrative Assistant. Mentor HR Coordinators and provide backup support. Train HR staff on HR systems, processes, and technology platforms.

Directly Supervises: HR Administrative Assistant

Make decisions on hiring, terminating, or effectively recommend such actions. Authority to transfer, suspend, lay off, or recall employees, which includes managing time off requests and leaves of absence. This role is held accountable for the performance of the employees they supervise and if employees under the coordinator's supervision have performance failures, that may lead to a negative impact on the coordinator's employment with ASI.

Education and Experience: Bachelor's degree in human resources, business administration, or related field or equivalent combination of education and experience. Minimum of 5-8 years progressive, operational experience in all major functional areas of Human Resources. PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources) certification (HRCI). Strong demonstrated experience implementing and/or managing a robust HRIS/HCM. Demonstrated experience managing payroll company-wide. Demonstrated experience managing performance evaluation cycle, process and systems.

Experience building HR processes and systems from the ground up. Experience supporting high-volume or early-career workforce populations.

Subject matter expert in all functional areas of HR, including but not limited to recruiting, payroll, benefits and benefits administration, employee relations, performance management, compliance, employee engagement. Comprehensive understanding of practical application of current state and federal employment law and regulations. Demonstrated ability to manage the design, processes and data integrity of multiple HR software platforms including but not limited to: HRIS, performance management system, benefits software platforms, LMS. Knowledgeable in proper data flow between internal and external systems. Highly skilled in extracting, managing and researching data, managing uploads to systems, leveraging Excel to create reports, pivot tables, charts, v-lookups. Ability to prioritize tasks, meet deadlines, and manage multiple projects simultaneously. Ability to support and maintain structured, efficient, and consistent processes. Ability to perform tasks accurately and ensure data integrity with careful attention to detail. Ability to provide outstanding customer service to employees.

Accepts personal accountability, proactively seeks resolution for limitations head-on.