HR Data & Operations Manager

DRUG FREE WORKPLACE

Applicants for employment and volunteer opportunities should be aware of the City of Sierra Vista's policies concerning the use of drugs and alcohol.  These policies have not been altered by the passage of proposition 207.  The use of recreational marijuana is a violation of the City's Drug Free Workplace Policy.  All positions within the City are required to submit to a pre-employment drug test.  A positive result for drugs tested under the policy, including recreational marijuana, may be grounds for withdrawal of an offer of employment or volunteer opportunity.  The examination process may vary if determined necessary.  

Under general direction of the Chief Human Resources Officer, the HR Data & Operations Manager plans, organizes, and manages activities using HR data analytics for salary classification and compensation, HRIS/payroll administration, and other HR-related databases.This position supervises the payroll/benefits section.
FLSA status: Exempt
Essential functions included in the job description may include tasks, knowledge, skills, and other characteristics.  The list of tasks is illustrative only and is not a comprehensive listing of all functions and tasks performed by positions in this class.

Supervise the Payroll/Benefits section within the HR department.
Serve as backup for biweekly payroll entry and processing.
Perform data analysis for all HR-related functions and systems as requested, and other City-related functions and systems as needed.
Develops data-informed strategies to optimize HR processes, clean and model data, coordinate with IT for data access, participate in cross-departmental data teams, and maintain compensation programs. 
This position will mentor other City team members on data usage and promote a culture of data-informed decision-making.  
Identify, recommend, and implement improvements in data quality, storage, processes, configurations, documentation, and reporting.
Manages and maintains the job classification system by classifying new positions or reclassifying current positions; oversees and maintains the compensation plans by conducting annual salary survey and surveys on specific job classifications as needed, updating salary tables, gathering market data, analyzing data, preparing spreadsheets and reports, making recommendations for changes, making presentations on recommendations, and preparing and revising job descriptions.
Audit and verify the accurate gathering and entry of market compensation data into systems and databases.
Provide strategic and tactical recommendations on compensation programs, policies, and standard operating procedures.
Takes the lead in developing the City wide staffing budget and future year salary and benefits projections, calculate various costing scenarios. 
Make presentations to the City Management Budget Team regarding forecasting and city-wide salary costing scenarios.
Oversees and implements improvements to the Human Resources data functions including statistical reporting, complex analyses, HRIS/ payroll databases, NeoGov databases and records including the entry, maintenance, and retention of those records; employment verifications; and research of payroll discrepancies.
Manages the HRIS functions by ensuring that data is accessible and maintained for all HR systems in accordance with policy and regulations in order to enhance the efficient operations of the department. 
Provides support for new technology assessments and process improvements on core HR platforms.
Champion a culture of data-informed decision-making and data proficiency within the HR Team and the organization.
Coordinating issuance, analysis, and reporting of internal and external surveys on various HR topics such as benefit, employee satisfaction, employee development, etc.
Responds to surveys and requests for information from other cities or outside agencies related to benefits and compensation. 
Researches, analyzes, and compiles statistical information; and prepares reports, recommendations, and presentations.
Perform other duties as assigned.

Knowledge:
Work requires broad Human Resources knowledge in a general professional or technical field.  Knowledge is normally acquired through four years of college resulting in a Bachelor's degree or five years working in a human resources department.
Reading:
Work requires the ability to read legal documents, general correspondence, memorandums, and reports at a college level.
Math:
Work requires the ability to create high level calculations and spreadsheets such as addition, subtraction, multiplication and division, as well as college level math used to conduct payroll calculations, estimate budgets, and calculate test scores and ranking.
Writing:
Work requires the ability to write genera land technical correspondence, memorandums, letters, and reports at a college level.
Managerial:
Complex-Work requires managing and monitoring work performance including evaluating program/ work objectives and effectiveness.
Budget Responsibility:
Substantial - Has responsibility for creating data and information to be included in the citywide annual budget document.
Policy/DecisionMaking:
Significant-The employee normally performs the duty assignment according to his or her own judgment, requesting supervisory assistance only when necessary. Projects and daily work are managed with little oversight, however special assignments and significant work products maybe reviewed upon completion. Typically positions in this category are supervisor to mid-management jobs.
TechnicalSkills:
Comprehensive Application- Work requires a comprehensive, practical knowledge of a technical field with use of analytical judgment and decision-making abilities appropriate to the work environment of the organization.
Interpersonal/Human Relations Skills: 
High - Interactions at this level typically result in recommendations regarding policy development, changes in policy, and implementation of policies. Interactions at this level are typically concerned with providing communications at higher levels of organizational operations and may utilize activities such as evaluating customer satisfaction, developing cooperative associations, and allocating resources to improve work operations, work quality, overall achievement of organizational goals and objectives, and customer satisfaction

Knowledge, Skills, and Abilities

Proficiency in HRIS systems (e.g., Tyler Munis, Executime Timekeeping, NeoGov Learn, Insight, and Onboarding) and data analysis tools (e.g., Excel, SQL, Power BI).

Strong analytical skills with the ability to collect, organize, analyze, and interpret HR data.

Excellent communication and presentation skills, with the ability to convey complex information clearly and concisely.

Strong problem-solving abilities and a proactive mindset.

Strategic thinking and the ability to translate data insights into actionable recommendations. Solid understanding of HR processes, systems, and data privacy regulations.

Exceptional attention to detail and ability to work with sensitive and confidential information.

Ability to work collaboratively in a team environment and manage multiple priorities.

• Coaching and Mentoring
• Leading with humility
• Building a trusting environment
• Facilitating employee development
• Providing positive, meaningful work for employees
• Welcoming employee involvement in decision-making and listening to employee opinions
• Appreciating, recognizing and reinforcing employee contributions
• Fostering teamwork
• Encouragingemployeestobeproblemsolvers,however,providingassistancewhenproblemsare elevated
• Supportingotherstosuccessfullymanageorganizationalanddepartmental change
• Addressing performance problems and issues promptly
• Operational Excellence
• Setting clear, actionable goals and expectations that align with organizational vision, mission, and strategy
• Champion the culture
• Engaging employees to maximize individual contribution to drive organizational success
• Promoting employee well being by encouraging participation in wellness and safety programs
• Achieving quality results by measuring progress against goals
• Sharing information, advice, and constructive feedback to help others be more successful

Qualifications:

Bachelor’s Degree in Human Resources, Business Administration, Data Analytics, or a related field.  

3 years of experience in a Human Resources department, preferably in local government.  

5 years of data or business analytics experience, preferably in an HR environment.

Advanced Microsoft Office Suite skills, especially Excel.

Proficiency within 6 months of hire: SQL queries, extracting meaningful data from SQL databases, and using industry-standard reporting tools like Crystal Reports, Power BI, etc.

Any equivalent combination of experience and training which provides the knowledge and abilities necessary to perform the work.

Must possess or ability to obtain SHRM – CP certification within one year of hire.

The City of Sierra Vista provides an equal employment opportunity (EEO) for all persons regardless of race, color, sex (to include lesbian, gay, bi-sexual, or transgendered (LGBT)), age, religion, national origin, disability, marital status, or genetic information.  The City of Sierra Vista complies with applicable state and local laws governing nondiscrimination in all employment activities.
 
 The City of Sierra Vista complies with the American’s with Disabilities Act (ADA) and will provide reasonable accommodation for qualified individuals with disabilities.  Requests for reasonable accommodation during the recruitment or hiring process must be sent to the Human Resources Department.