HR Operations Manager

4 weeks ago

Sleepy Eye, United States Christensen Farms Full time
Job DescriptionJob Description

Position Overview & Responsibilities: The HR Operations Manager will lead day-to-day HR department operations and manage Christensen Farms Benefits, Payroll, Compensation and HR systems and reporting capabilities. This position requires a service-focused individual who is also highly operational and process-oriented. This position also requires a leader who engages in the day-to-day operations and compliance processes and leverages that experience to make recommendations on the development organizational strategies to manage our HRIS, pay, benefits and compensation strategies. This role will lead a team focused on delivering an effective total rewards package to our employees that ensures market competitiveness to attract and retain talent. Additionally, this leadership position will work across the HR team to implement process improvements and reporting capabilities for the HR function. This is a hybrid position with onsite work based out of our Sleepy Eye headquarters.


Major Areas of Accountability:


LEADERSHIP

  • Coach, mentor and develop both direct reports and members of the broader HR team.
  • Partner with Accounting and Finance on total compensation strategies as well as organizational budget planning needs.
  • Leads cross functional projects inside and outside of the HR team.

PAYROLL

  • Provides leadership to the Payroll function and at times, steps in to execute payroll as a backup.
  • Routinely reviews and implements process improvements to payroll to comply with new or revised regulations as well as processing efficiencies.
  • Provide timely and positive resolution of escalated payroll issues and communicate with employees, business partners and leaders on significant issues and resolution.

BENEFITS

  • Research, evaluate and recommend changes to existing benefits programs or the implementation of new benefits programs.
  • Provide recommendations for the overall benefit strategy. Ensure appropriate execution against those strategies and programs to cultivate an environment of well-being and shared fiscal responsibility across the organization.
  • Oversee the employee benefits administration: Annual Open Enrollment, weekly new hire benefit orientation presentations, COBRA (through a third-party administrator), Manage STD/LTD/Life-AD&D claims.
  • Oversee retirement plan compliance and plan discrimination testing, filings (5500's), and audits.
  • Ensure compliance with all state and federal Dept. of Labor regulations, and other applicable workplace laws and annual reporting for, but not limited to, EEO-1, CMS, ACA, and OSHA.

COMPENSATION

  • Recommend compensation strategies that align with market competitiveness and achieving organizational goals.
  • Lead compensation benchmarking processes to ensure positions are aligned to CF total pay strategy.
  • Develop or revise salary grades and ranges, and complete internal audits for pay equity across similar positions in support of federal and state regulations.

HRIS & REPORTING

  • System Management:
    • Plans and manages HR system testing, data conversion and data validation processes.
    • Understands impacts of changes in one HR system on the other HR and business applications and mitigates and plans for impact.
    • Recommends upgrades or enhancements to HR systems.
    • Resolves HR application issues; monitors and troubleshoots various system issues.
    • Ensures data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities.
    • Manages and/or creates feeds between systems.
    • Works alongside the Benefits Managers to update UKG set-up due to plan changes for open enrollment and throughout the year.
    • Works with UKG, the HR & IT team to resolve system issues and/or implement upgrades.
    • Administers HRIS security roles and permissions for users.

  • Reporting
    • Acts as subject matter expert on all reporting analytics for the HR team.
    • Writes, maintains and supports a variety of reports or queries using appropriate reporting tools.
    • Assists in the development of standard reports for finance, talent acquisition, business partners and government reporting (such as EE0, AAP, and 5500s).
    • Helps maintain data integrity in systems by running queries and analyzing data.



Education, Training, and Experience Requirements:

  • Education: Professional, two or four-year degree, or equivalent experience
  • 5+ years of HR experience in one or multiple of HR Operations, Shared Services, HRIS, Benefits, Payroll and Vendor Management. Able to both think strategically and deliver operational excellence.
  • Ability to lead and develop a cross-departmental team
  • Ability to develop reports and provide analytical insights and recommendations to improve on organizational people and financial key performance indicators
  • Strong track record of change management and transformation
  • Strong leadership maturity, balanced, controlled and able to deal with ambiguity
  • Excellent problem solving skills, combining HR Operational expertise with pragmatic thinking.
  • Skilled in problem solving and conflict resolution
  • Ability to effectively influence at all levels of the organization
  • Ability to facilitate to ensure learning & transfer of knowledge
  • Other Technical Skills required: Basic understanding of Microsoft Office programs, including Outlook, Excel, and Word

Reports to:

Director of HR


Supervision of Others:

Direct: Administrative and Professional level roles with a focus in Pay, Benefits, Compensation and HRIS

Indirect: None


Management Scope and level of responsibility:

Mid-Level Management


Christensen Farms is an equal opportunity employer. It is our policy to select the most qualified person for each position in the organization. No employee of CF will discriminate against any applicant for employment or a fellow employee because of race, color, religion, sex, national origin, disability, citizenship status, genetic information, age, sexual orientation, gender identity, military status, veteran status or any other prohibited basis under applicable local, state, or federal law.



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