Manager HR Operations

6 days ago

St Louis, Missouri, United States Mid-America Transplant Full time

Lifesaving & Life-Changing WorkA career at Mid-America Transplant means giving hope and healing to the 100,000+ patients on the transplant waiting list, bringing peace to families in mourning, building a legacy for donors, and stewarding their lifesaving gifts. No matter what role you play or how challenging the work can sometimes be, we find that helping save and celebrate the lives of others often changes your own life in the process. Join the Mid- America Transplant team. It's the toughest job you'll ever love.What We DoSimply put, we help save lives - and we're proud to say we've been nationally recognized for how well we do it. We conduct and fund game-changing research. We educate the public to prevent medical issues and the need for transplants. We offer grief resources to donor families. Pioneer new facilities and protocols that improve the viability of organ and tissue donations. We provide affordable, temporary housing for transplant patients and their families. Partner with community organizations to drive donor registration. We meet with schools, clergy, and local leaders to share our cause and our message. We stop at nothing because we're the kind of people who give everything.The Position We are looking for a Manager, HR Operations, to join our growing team. In this new role, you will be responsible for improving and sometimes developing the HRIS, benefits and payroll infrastructure at Mid-America Transplant. A successful candidate will partner across the company to deliver operational excellence in HR services and ensure that we have the right policies and processes in place to support our employees and company now and through our future growth. This candidate will thrive in a small matrix environment, collaborating with managers, employees, the HR function, Operations, IT, Process Improvement, BI and Finance while maintaining a continuous improvement mindset.How You'll Make an ImpactBe responsible for the evolution, implementation, delivery and effectiveness of core HR Processes across all employee life-cycle activities, including payroll, compliance, policy implementation and management, leaves, benefits, and compensation records. Manage and implement various projects and initiatives which include HRIS and Payroll system change as well as process changes to support Mid-America Transplant's rapid growth.Strategize, plan, and execute against the current needs within HR Operations and plan for evolving processes as we scale.Lead the evolution of all employee systems of record, including accurately and confidentially maintaining data and implementing new systems, file feeds, and modules as needed, including: HRIS and Payroll.Lead and develop the team with a focus on excellence and service while keeping their career development, employee engagement and strengths in mind.Provide excellent support to employees on all things HR Ops-related, using the same lens we use with the community we serve.Ensure compliance with applicable local, state and federal labor and employment laws and regulations through system set up, design and auditing the functionality of the HRISWe're Excited About You Because You go out of your way to ensure employees feel supported and heard, you bring positive energy and a can-do mentality to every employee and situation -- especially in touch points throughout the employee lifecycle.You value different points of view and work to include all feedback and information in decision making.You believe "problems are treasures" and are open to innovative approaches, solving problems from first principles.You have the experience and wisdom to deeply understand collaboration across the organization- using process improvement and LEAN tools to ensure we succeed for our internal customers as well as keeping the business moving and growing.You thrive when multiple plates are spinning and you're able to organize and set direction for your team to keep building toward scale. Your favorite work environment is fast paced with supportive colleagues and inquisitive dedicated employees who are making an impact on the world every day.You have processed Payroll and managed Medical Benefits. As the new leader, you are intrigued to learn the systems and processes. You welcome the opportunity to cover for vacations, leaves and unexpected absences.Basic Qualifications BA/BS or equivalent experience.8 years of relevant experience in Human Resources. Ideally, 2+ years in Payroll, 3+ years in HRIS and 2+ years in Benefits.Demonstrable experience as a leader.2+ years of relevant experience with HRIS platform, implementation, integration and utilization. UKG experience a plus.Demonstrable knowledge of employment law and how it impacts the design and administration of HR programs.Ability to work on complex HR problems where analysis of situation or data requires an in-depth evaluation of various factors including legal regulations, company culture, and standard methodologies.Ability to process payroll, read, analyze, and interpret policies, contracts, financial reports, and legal documents.Excellent communication skills, both written and verbal.Ability to manage multiple priorities, with flexibility and demonstrated organization.Experience successfully leading change preferred.What We'll BringHealth insurance premium options at zero out of pocket for single coverage, eligible on your first day401(k) Retirement Match - offering up to a 5% match of annual salary starting the 1st day of the month following your start date401(k) Retirement Plan - offering up to another 9% contribution of your annual salary after one yearPaid Life Insurance - four times your salaryPaid Long Term DisabilityAnnual incentive plan in addition to annual salary increasesTuition Reimbursement Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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