HRIS Manager in Los Angeles, CA at Goodwill Southern California

Date Posted: 6/16/2020

Job Snapshot

Job Description


Goodwill Southern California (GSC) prepares and places thousands of individuals into sustainable employment through programs and services throughout Los Angeles, Riverside and San Bernardino counties. As one of the leading non-profit brands in the world, and the largest non-profit in Southern California, we have been transforming lives through the power of work for over 100 years. Goodwill Southern California supports its mission with proceeds generated from over 78 retail stores and over 44 attended donation centers, as well as from charitable donations and grants from the public and private sectors. Goodwill SoCal is a rapidly evolving organization and yet we have never been more focused – on our mission, on our people, and on our future. It’s always a GOOD day in SoCal!


Goodwill Southern California makes a difference every day by transforming lives through the power of work. 




Top talent who want to make a difference to our community by helping disadvantaged people transform their lives while improving our environment can make an immediate impact at Goodwill. The HR team welcomes a world-class HRIS Manager. Join us and make a difference every single day in service of this extraordinary work – excellence and community service. The Goodwill SoCal HR department is collaborative and results driven, working in a fast paced, service-oriented environment. Human Resources pursues extraordinary services to support and engage a diverse workforce spread across Los Angeles, San Bernardino and Riverside counties. Team members must understand their HR specialty, and how the broader business with an eye towards process improvement. As Goodwill focuses on helping the various community needs, the HR team members must be adaptable to a dynamic service and business environment. Are you ready to join our Goodwill family?






Primary Responsibility / Summary


Manages all aspects of HRIS for people services reporting including headcount, recruiting, benefits, compensation, workforce management, and compliance.  Works closely with the Human Resources Operations department to ensure excellent employee experience.  Configures Human Resources Information System and related employee records. Creates reports, develops and implements policies and procedures for the HR function.  Responsible for the overall integrity and accuracy of Company employee data.






Essential Duties & Responsibilities

 



1.Advises on procedures and practices within the HR function so HRIS is integrated.  Provides direction, and creativity to all aspects of the processes involving employee data, personnel files, HRIS system, and strategic business operations involving employee data.  Oversees the development and implementation and maintenance of HRIS-related process and procedures manuals; responsible for identifying the appropriate training and education required to use HRIS systems.


2.Responsible for all facets of planning, design and implementation of the HR function related data including Core HR Administration, Scheduling, Time and Attendance, Recruiting/On-boarding, Benefits, Performance Management, etc.    Represents HR on cross-functional teams by providing consultative and functional assistance for ongoing administration of HRIS system modules. Participates, directs, and coordinates HRIS activities of the Company to maximize the use of the HRIS system and processes and maintain its functionality.  Enhances the employee experience in engagement through simplifying workplace processes.


3.Provides consultative support to Payroll team, to ensure smooth operation of the shared employee database and related processes. Understands how different deduction codes affect pay advices and flow to the GL.  Uses strong understanding of budgets and variances to budget to ensure monthly HR department accounting is accurate.


4.Analyzes current business/workflow processes and requirements within HR to align HRIS technology with the GSC’s strategic initiatives.  Invests energy in scanning outside department systems to see if there are leveraged opportunities.  Assists the selection, configuration and implementation or modification of HRIS and other HR related solutions.  Drives ongoing efficiencies through increased automation, process improvement and systems implementations.




5.Responsible for managing all aspects of employee data to ensure high levels of data quality and data security/compliance. Manage maintenance and accuracy of employee data, for reporting and distribution.   Creates and implements audit procedures and mechanisms to ensure data integrity.


6.Ensure services are in compliance with professional standards, state and federal regulatory requirements related to recordkeeping and reporting.   Provides data and reports to governmental and funding agencies as required on a timely manner.  Manages HRIS-related vendor relationships; monitors and manages the performance of third party vendors and service providers (quality, delivery, and cost).


7.Configures system options to take advantage of new modules, and meet business needs leveraged within the HRIS and dependent systems.  Manages Human Resources record keeping systems to streamline processes.  Provides employee statistics, and ensures proper documents maintained in electronic employee files.  Proactively provides advice concerning the HRIS system and potential leveraging of architecture of other company system capabilities opportunities.


8.Manages the integration of HRIS into the way Goodwill conducts business by using HR data and analytics to drive business decisions and results. Collaborates with the Payroll, Finance, IT and other departments to ensure Human Resources data-related functions are performed in an accurate and timely manner.


9.Oversees training and implementation of employee and manager self-service HRIS tools. Assists other departments with special projects, reports, graphs, charts and surveys related to employee statistics.  


10.Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws.  Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; motivating, rewarding and disciplining employees; addressing complaints and resolving problems.  Manages, coaches, and develops direct reports; increase the bench strength and flexibility of the team.




Education & Experience



•5 years system experience, with strong understanding of how HRIS is best leveraged in an enterprise environment.

•Significant depth in Ceridian-Dayforce related experience or similar SaaS related experience.

•Bachelor's degree from a four-year university required.

•Advanced skills in Excel. (i.e. Pivot tables, lookup functions). 

•Excellent project management skills, with the ability to work collaboratively and influence cross functional teams.

•Ability to quickly learn and synthesize new technologies with existing technologies. Experience with a wide variety of application environments. 

•Advanced quantitative and qualitative analytical skills.  Ability to synthesize data and draw inferences.

•A positive team motivator. 

•Results driven with a strong detail orientation.  Experience with distributive workforce.

•Strong administrative and organizational skills with the ability to take initiative to complete assignments and job responsibilities with minimal supervision. 

•Must be detail-oriented with strong leadership and time management skills. 

•Collaborative team player, leadership ability, creative problem solver.

•Professional verbal and written communication skills, effectively communicate to all levels of the organization.  Excellent customer relations skills.

•Ability to maintain a positive professional manner at all times while working in a fast-paced environment with multiple projects, deadlines and timelines.




Other Qualifications



•Experience across multiple industries to understand various business models helpful (retail, supply chain and social work, assembly and start-ups.

•Free from alcohol and drug abuse.

•Understands the basic philosophy of Goodwill and participates fully in carrying out its mission.

•Adheres to Goodwill’s values of Respect, Integrity, Service, & Excellence.




 
Goodwill is an equal opportunity employer and will provide reasonable accommodations for job duties in accordance with Federal and State Law

 

Goodwill Industries in Southern California is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to race, color, religion, sex, national origin, disability or protected veteran status. If you'd like more information about your EEO rights as an applicant under the law, please click here: http://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf

Goodwill gives preferential consideration to persons with barriers to employment.   Persons with disabilities are encouraged to apply. 

Equal Employment Opportunity

Goodwill is committed to a policy of equal employment opportunity for applicants and employees. 
Employment decisions will comply with all applicable laws prohibiting discrimination in employment including Title VII of the Civil Rights Act of 1964, the Age Discrimination Employment Act of 1967, the Americans with Disabilities Act of 1990, the Immigration and Nationality Act, and any other characteristic protected by federal or state law.  

Nondiscrimination on the Basis of Disabilities

In furtherance of our commitment to end discrimination against qualified disabled individuals, and in accordance with the provisions of Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, and all regulations properly issued thereunder to protect the rights of qualified disabled persons, it is Goodwill's policy that no program or activity administered by it shall exclude from participation, deny benefits to or subject to discrimination any individual solely by reason of his or her disability.   Equal employment opportunity will be extended to qualified disabled persons in all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training, promotion, transfer, discipline, layoff, recall and termination.   We further affirm that we will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled employee or applicant.  

It is the policy of Goodwill to provide reasonable accommodations for qualified persons with disabilities who are employees or applicants for employment.  If you need assistance for accommodations to interview because of a disability, please notify the Human Resources Department. 
Employment opportunities will not be denied to anyone because of the need to make reasonable accommodations for a disability.


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