IDA has an opening for a Manager, HRIS and Compensation. This person will perform a 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. They will lead a team of three HRIS and compensation analysts, providing direction and training. The scope of this position is corporate-wide. No budgetary responsibility. They will coordinate with division/directorate/center directors and all staff levels within and outside of HR.
Oversees the daily operation of HRIS enterprise systems, databases and applications, and provides end-user support for system functionality, 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; participates in and provides assistance for the implementation and production support of HR systems and interfaces.
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.
Administers 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). Assimilates information 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.
A Bachelor’s degree in Business Administration, Information Management, Human Resources, or other related discipline coupled with 8+ years progressive experience in HR to include compensation and HRIS. A Master’s degree preferred.
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 and Taleo ATS preferred.
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.
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.
Knowledge of Crystal Reports, Microsoft SQL Server Report Builder, Tableau or similar reporting and data analytics tools.
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 effectively implement change.
Ability to manage multiple tasks and achieve deadlines under pressure.
Ability to handle confidential data appropriately.
Ability to build effective working relationships and work collaboratively on projects.
Successful completion of a criminal background check is required
U.S. Citizenship is required Ability to obtain and maintain a security clearance is required Equal Opportunity Employer
Additional Salary Information: The position offers excellent benefits on top of a competitive salary