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 (Dayforce), LMS and performance management (Engagedly) 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.

• Serve as subject matter expert and systems manager for HRIS (i.e., Dayforce), benefits administration (i.e., CalPERS), performance management (i.e., Engagedly), LMS (i.e.,Titan Training Hub).
• Coordinate system enhancements, corrections, customizations, and vendor support.
• Manage required data uploads, downloads, integrations, and batch processing updates.
• Produce weekly dashboards and recurring reports, such as recruiting metrics, hires, separations, absenteeism, turnover, service credit milestones, PTO maximum accrual reporting, etc.) as well as custom reporting.
• Create, manage run and distribute monthly reports for analysis, reconciliation (i.e., benefits, payroll)
• 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 (i.e., HRIS, performance management, benefits) and resource to HR team, supervisors and 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.

• Administer the annual performance review process through the performance management platform. from start to finish, on time and with a streamlined approach for supervisors and employees. Configure review cycles, workflows, customizations, and reporting. Troubleshoot system issues and provide user support.
• 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.
• Complete review cycle on time and with clarity in communication and follow up. Track review completion and communicate progress, roadblocks, concerns to the CHRO.
• 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. Run monthly reports to ensure reviews are done timely.

• 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.

• Prepare accurate and thorough equity analysis for offers and internal equity assessment.
• Prepare compensation reports and workforce pay studies.
• Plan for and manage pay changes (i.e., minimum wage increases, COLA, merit increases, bonuses, stipends) 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…