Manager, HRIS & Compensation

Description:Performs lead role on a full range of activities associated with the development implementation and management of IDA's compensation programs and HRIS enterprise systems, databases and applications. Leads a team of three HRIS and compensation analysts, providing direction and training.Job Scope:      The scope of this position is corporate-wide.  Direct supervisory responsibility over a team of three HRIS and compensation analysts.  No budgetary responsibility. Coordinates with division/directorate/center directors and all staff levels within and outside of HR.Primary Responsibilities:HRISOversees the daily operation of HRIS enterprise systems, databases and applications, provides end-user support for system functionality, and provides guidance and other support to end-users.Provides HR system expertise to determine requirements and assess current and future system functionality ensuring best practices; identifies system and functional process gaps and develops creative solutions to resolve gaps.Collaborates with stakeholders in HR and business unit leaders to configure the systems, implement new functionalities, build data analytics and tell a story through data, and ensure talent management processes and system tools are set up in a modern, simple and effective manner for our organization.Responsible for completing and overseeing data input, data integrity, internal controls, auditing and other data and system assurances as required in support of areas of compliance, accuracy, timeliness, problem resolution, reporting and other related requirements and activities; ensures for and adheres to data privacy requirements. Participates in defining project or activity scope, collaborating with IT staff, creates and maintains project plans in support of system upgrades, installs conversions, customizations, user requirements and other related activities; responsible for implementation and production support of HR systems and interfaces, and manages HR system-related projects.Collaborates with HR and IT team leads to produce integrated functional solutions; develops testing schedules and training delivery and communication; coordinates functional requirements; manages data conversion and data integrity; and leads all HR reporting requirements.Develops, configures, and documents enhanced and expanded system functionality including testing, data conversion, and validation; customizations/adaptations and write/rewrite existing and new reports or queries utilizing Epicor, Tableau, Crystal and other business analytics and reporting tools.Understands data needs of our internal clients; lead the development and maintenance of HR metrics or reports to regularly measure and report on HR activity; develops insightful reports and analytics on HR metrics to provide information to management; identifies opportunities to use HR data to dig deeper and provide analytics; develops data visualizations to support reporting, analysis and decision-making.Ensurance compliance filings, such as ACA, EEO-1, VETS-4212, AAP, CA Pay Act, etc.CompensationAdministers and refines compensation programs in alignment with IDA’s mission; develops a deep understanding of the IDA’s organizational structure and business needs to inform compensation strategy.Manages the annual salary review program for research and non-research Exempt and Non-Exempt staff.  Develops and maintains experience/maturity pay curves for Research Staff; updates and maintains market based salary grade structure for non-research Exempt and Non-Exempt staff; conducts market analyses and prepares merit increase budget recommendation for management and Board of Trustee review; serves as lead expert of the merit review software in use; develops and implements new methods to improve the efficiency and effectiveness of the salary and performance review process.Oversees development and maintenance of job descriptions for all positions using interviews, audits and other methodologies.  Develops job families, establishes appropriate benchmarks and ensures that the descriptions are accurate and up-to-date.Manages job evaluation program; conducts pay studies of exempt and non-exempt positions using a market-pricing evaluation system; documents findings, provides recommendations for grade determinations and maintains records of validity of evaluation results. Conducts and participates in surveys; develops resources for maintaining timely marketplace information to use in compiling and reporting on data concerning salary budgets, employee turnover, demographics and other pay or performance related information.  Prepares reports and submissions in response to special or ad-hoc external audit requests or surveys.Reviews salary administration policies, assists in establishing pay procedures and recommends changes as appropriate to ensure compliance with regulatory concerns (DCAA, OFCCP, FLSA, ADA).  Maintains awareness of and furnishes employee communication materials related to compensation (e.g. employee requests, regulatory compliance requirements on federal and state levels).  Prepares information for and participates in response to OFCCP, DCAA and other outside auditors.Oversees accurate and timely processing, reporting and coordination of pay and performance data in the HRIS. Researches, develops and tests compensation related tables and associated tools for implementation and future upgrades; seeks ways to most effectively utilize the system.  Develops and implements new methods such as automated market pricing databases, job evaluation systems, or performance management tools to expand and improve the use of technology in processing and administering pay and performance programs.Other duties as assigned.Minimum Qualifications:Bachelor’s degree in Business Administration, Information Management, Human Resources, or other related discipline.  Master’s degree preferred.Eight or more years progressive experience in HR to include compensation and HRISSupervisory experience required, including ability to provide clear direction and support to team members, ensuring alignment with organizational goals.  Must be able to foster a culture of accountability and empowerment among team member.Demonstrated knowledge of HR processes gained by working within an HR function.  Knowledge of HR Systems and applications; experience with Epicor or similar HRIS relational database application, ATS, reporting and data analytics tools.Knowledge of broad-based compensation programs, pay for performance, benchmarking/market data, job evaluation, etc. Experience with maturity/experience curve compensation structures desired.  WorldatWork CCP certification desired.Strong project management experience requiring problem-solving at various stages.Strong execution focus.Ability to assess situations, identify issues, and develop logical solutions.  Must be adaptable and have ability to adjust to new challenges and finding solutions in changing environments. Ability to effectively implement change.Excellent analytical and quantitative skills to effectively analyze data and build meaningful, understandable models, reports and metrics.Experience with presenting trends, identifying insights from large sets of data that could be useful for making business decisions.Ability to develop concise presentations to illustrate and communicate related information.Advanced skills in MS Office, especially Excel, spreadsheet design and data manipulation, and the use of pivot tables and other functionalities. Working knowledge of DCAA, OFCCP, FLSA, and other relevant regulations to ensure compliance.Excellent attention to detail.Strong written and verbal communication skills.Ability to manage multiple tasks and achieve deadlines under pressure.Ability to handle confidential data appropriately.Ability to build effective and collaborative working relationships at all levels of the organization.We support transparency, equity, and fairness in our compensation program and provide a reasonable estimate of the salary range based on data-driven market analysis for each position. While it is not typical for an individual to be hired at or near the top of the range, a reasonable estimate of the salary range for this role is $115,693 - 185,135.  Individual salary within this range will be commensurate with the incumbent’s experience, unique skills and qualifications, and other relevant factors.Successful completion of a criminal background check is required.