HRIS Manager - Full Time Days

JOB SUMMARY:

• Valley Presbyterian Hospital is a beacon of health in the San Fernando Valley committed to providing outstanding care and improving community health. We seek a strategic and experienced Manager, HRIS to lead the administration, optimization, and advancement of our HR information systems.
• The Manager, HRIS is responsible for overseeing HRIS strategy, system governance, data integrity, reporting, integrations, and continuous improvement. This role partners closely with HR leadership, IT, Finance, clinical stakeholders, and operational stakeholders to ensure HR systems effectively support workforce operations, compliance, analytics, and organizational goals.

EXPERIENCE/QUALIFICATIONS:

• Minimum seven (7) years of progressive experience in Human Resources, HRIS, or related HR technology functions.
• At least 3–5 years of hands‑on experience administering HRIS platforms, including system configuration, security, reporting, and integrations.
• Demonstrated experience leading end‑to‑end HRIS projects such as system upgrades, new module implementations, workflow redesigns, or system expansions.
• Proven ability to translate business requirements into system solutions, automated workflows, and improved processes.
• Strong analytical skills with a demonstrated ability to use workforce metrics, dashboards, and data insights to support strategic decision‑making.
• Experience supporting core HR functional areas including workforce reporting, compensation, benefits, talent management, and employee data governance.
• Ability to manage complex, cross‑functional initiatives in a fast‑paced healthcare or highly regulated environment.
• Experience ensuring data integrity, security, and regulatory compliance (e.g., HIPAA, federal/state labor laws).
• Bachelor’s degree in Human Resources, Information Systems, Business Administration, Data Analytics, or related field required (or equivalent combination of education and experience).

Preferred Qualifications

• Strong working knowledge of HR processes, HRIS architecture, data governance principles, and HR technology best practices.
• Hands‑on experience with UKG Pro or other comparable enterprise HRIS platforms strongly preferred.
• Experience overseeing third‑party vendors, consultants, system implementers, and integration partners.
• Advanced proficiency with Microsoft Excel, PowerPoint, and analytics/reporting tools such as Tableau, Power BI, or similar.
• Demonstrated leadership capabilities including coaching, team development, and fostering a high‑performance work environment.
• Experience implementing automation, self‑service features, and workflow optimization within HR systems.
• Knowledge of healthcare workforce requirements, regulatory standards, credentialing, staffing models, and compliance reporting.
• High attention to detail, commitment to data accuracy, and strong sense of confidentiality and data stewardship.
• Excellent communication, consultation, and stakeholder management skills across all organizational levels.
• Proficiency with advanced analytics tools or techniques (e.g., predictive modeling, machine learning, statistical analysis) is a plus.
• Master’s degree in HR, Information Systems, or Data Analytics preferred.
• HR, HRIS, or analytics-related certifications (e.g., SHRM‑CP/SCP, PHR/SPHR, HRIP, aPHR, PMP, or data analytics certifications) preferred.

EDUCATION:

• Bachelor’s degree in Human Resources, Information Systems, Business Administration, Healthcare Management, or a related field required.
• Advanced degree (MBA, Master’s, or equivalent) preferred.

LICENSURES/CERTIFICATION:

• Must successfully complete and maintain LA City Fire Card certification at the time of hire or within the first 30 days of employment
• PHR, PHR, SHRM‑CP/SHRM‑SCP, or related HRIS/technology certifications preferred
• Certification in People Analytics is a plus.

MUST HAVES:

• All required licensures, certifications, mandatory education; along with annual occupational health screenings must be completed prior to the expiration date or by the end of the month in which they are due. Reference the Educational Requirements: Must Haves, Mandatory and Unit Based policy (in electronic policy management system) for the specific requirements for this position.

DUTIES AND RESPONSIBILITIES (These are the essential job functions for this position. The essential functions of this job include but may not be limited to those listed in this job description. Employees hired for this position must be able to perform the essential function of this job without imposing significant risk of substantial harm to the health or safety of themselves or others):

HRIS Management

• Provide strategic leadership and overall governance of HRIS platforms and related HR technologies.

• Serve as the primary owner of HRIS configuration, security roles, workflows, and data governance standards.

• Partner with HR leadership to ensure HRIS capabilities align with organizational strategy, workforce planning, and operational needs.

• Lead HRIS lifecycle projects including system upgrades, new module implementations, integrations, and enhancements.

• Oversee HRIS reporting, dashboards, and analytics to support strategic and operational decision‑making.

• Ensure data integrity through scheduled audits, validation protocols, strong internal controls, and continuous improvement activities.

• Manage HRIS vendors, contracts, renewals, system roadmaps, and service-level agreements.

• Lead, mentor, and support HRIS analysts, coordinators, and super users across the organization.

• Collaborate closely with IT, Finance, and Payroll to ensure system integrations, data alignment, and compliance with security frameworks.

• Develop and deliver HRIS training programs, job aids, communication plans, and self‑service resources for end users.

• Identify and implement process automation opportunities to reduce manual work and increase system efficiencies.

• Ensure the HRIS environment supports all regulatory, compliance, and audit requirements (e.g., HIPAA, Joint Commission, state/federal labor laws).

• Support ongoing configuration, optimization, and troubleshooting of UKG Pro and workforce management systems.

Maintain a three-year HR technology roadmap and manage priorities based on organizational impact.

• Establish and monitor HRIS KPIs (e.g., data quality benchmarks, service request resolution times, system uptime).

• Oversee incident management, change management, and release management processes for HRIS.

People Analytics & Data‑Driven Insights

• Lead the people analytics function to gather, interpret, and present meaningful workforce data that informs hospital-wide decision‑making.

• Build and maintain dashboards, standardized reporting suites, and predictive models reflecting key HR metrics (turnover, engagement, staffing, productivity).

• Use predictive and advanced analytics to identify trends in retention, recruitment, attendance, and performance; recommend interventions to address risks.

• Collaborate with executive leadership and department heads to analyze staffing needs, workforce performance, and operational efficiency trends.

• Develop methodologies for workforce forecasting, labor modeling, and staffing optimization.

Implement data visualization standards and a governance framework to ensure consistency and accuracy across all HR reporting.

• Partner with Quality, Compliance, and Clinical Ops to integrate workforce data with patient outcomes or operational metrics (as appropriate for healthcare).

• Maintain a centralized repository of workforce KPIs and oversee monthly/quarterly HR analytics reporting cycles.

Leadership & Collaboration

• Lead, mentor, and develop the HRIS and People Analytics team, ensuring high performance and alignment with organizational goals.

• Serve as a trusted advisor to the VP, Human Resources and senior leadership on HR technology, data strategy, and workforce planning.

• Partner with HR centers of excellence (Compensation, Benefits, Recruitment, L&D, Employee Relations) to support integrated people strategies and a cohesive HR operating model.

• Facilitate cross‑functional collaboration among HR, IT, Payroll, and Operations to ensure seamless digital experiences across the employee lifecycle.

Represent HR in hospital-wide committees or technology governance groups.

• Champion a culture of data literacy across HR and operational leaders by providing coaching, training, and consultation.

Continuous Improvement & Innovation

• Stay current on industry trends, emerging HR technologies, and best practices in HRIS, workforce analytics, and healthcare HR operations.

• Identify and implement enhancements that improve the employee experience, streamline workflows, or increase the ROI of HR technology.

• Drive innovation by integrating new tools, automation, and digital solutions into HR processes.

• Regularly evaluate system performance and user feedback to identify efficiency opportunities.

Conduct annual HRIS maturity assessments and lead initiatives to move the organization toward best-in-class HR technology practices.

• Lead the development of digital self‑service strategies that enhance accessibility and reduce HR administrative burden.

• Complies with VPH policies and procedures on customer satisfaction and service excellence. Demonstrates professionalism and cultural sensitivity in coordinating activities and communicating with all customers, peers, and the community at large. Conducts self in a professional, respectful, and courteous manner during all interactions. Works effectively and collaboratively with others toward common goals.

• Communicates accurately, honestly, supportively and in a timely manner with department and interdepartmental team members. Demonstrates effective business writing and oral communication skills, handwriting is clear and legible.

• Participates in operational aspects of the department and maintains/participates in performance improvement activities within the department.

• Participates in all departmental specific training, Environment of Care (injury/illness prevention, fire/life safety, hazardous materials, emergency preparedness, utilities management, medical equipment management, safety, and security management), infection control (standard precautions, TB Exposure Control Plan, Bloodborne Pathogen Exposure Control Plan).

• Demonstrates knowledge of and follows safety practices. Understands the importance of safety, including patient safety in the workplace. Maintains a safe environment for self and others.

• Actively participates in the Patient Safety Program, including event reporting. Identifies sentinel events/near misses and responds per defined organization processes. Participates in education activities and process implementation. Demonstrates advocacy for the patient/customer and appropriately acknowledges patients, customers, and visitors.

• The above statements reflect the essential functions considered necessary to describe the principal content of the job. They are not intended to be a complete statement of all work requirements or duties that may be inherent in the job.

WORK ENVIRONMENT:

• Primarily an inside building/office environment, well lighted and ventilated, which may consist of multiple treatment and/or work sites.

• Fast and continuous work pace with variable workload.

• Frequent contact with staff and public under a variety of circumstances. Requires ability to communicate clearly (in English) verbally and in writing for effective communication with other staff members, physicians, vendors, community members, patients and patient families, employees, and applicants of all socio-economic levels from a diverse cultural and ethnic population.

• Subject to many interruptions from multiple calls and inquiries and potentially emotional situations involving accidents, injuries, illness and/or death.

• Handles emergency/crisis situations in accordance with Hospital policy.

• Answers phones or pages; may carry a beeper/pager, and/or use a two-way radio.

• Occasional travel may be required.

• Potential risk of exposure to hazards from chemicals (toxic and non-toxic), flammable materials, gas or electrical or radiant energy or equipment with/without moving parts.

PHYSICAL DEMANDS:

Patient Care

• Continuous standing/walking and occasional/intermittent sitting.

• Continuous use of bilateral upper extremities in fine motor activities requiring fingering, grasping, and forward reaching between waist and shoulder level to handle/operate medical equipment/devices.

• Frequent reaching above shoulder level and overhead.

• Frequent forward bending, twisting, squatting, and kneeling; occasional climbing.

• Occasional repositioning and transferring patients weighing up to 200 pounds between bed, chair, and gurney.

• Occasional lifting and carrying equipment weighing up to 25 pounds.

• Occasional/intermittent pushing of gurneys, wheelchairs, bed, and other medical equipment over tiled and carpeted surfaces.

• Continuous use of near vision to read medical equipment such as monitoring devices and reading documents and computer screens; hearing and verbal communication to interact with patients, co-workers, and other customers.

Clerical/Administrative Patient Care

• Frequent sitting and standing/walking with frequent position change.

• Continuous use of bilateral upper extremities in fine motor activities requiring fingering, grasping, and forward reaching between waist and chest level.

• Occasional/intermittent reaching at or above shoulder level.

• Occasional/intermittent bending, squatting, kneeling, pushing/pulling, twisting, and climbing.

• Occasional/intermittent lifting and carrying objects/equipment weighing up to 25 pounds.

• Continuous use of near vision, hearing, and verbal communication skills in handling telephone calls, interacting with customers and co-workers and performing job duties.

Clerical/Administrative Non-Patient Care

• Frequent/continuous sitting with occasional, intermittent standing/walking.

• Continuous use of bilateral upper extremities in fine motor activities requiring fingering, grasping, and forward reaching between waist and chest level.

• Occasional/intermittent reaching at or above shoulder level.

• Occasional/intermittent bending, squatting, kneeling, pushing/pulling, twisting, and climbing.

• Occasional/intermittent lifting and carrying objects/equipment weighing up to 25 pounds.

• Continuous use of near vision, hearing, and verbal communication skills in handling telephone calls, interacting with customers and co-workers and performing job duties.

PATIENT POPULATION SERVED (if applicable, this position is responsible for age-related physiological, emotional, and cognitive needs of the following age groups of patients):

SIGNATURE ACKNOWLEDGES RECEIPT AND UNDERSTANDING OF THE JOB DESCRIPTION

I have read and understand this job description and agree to fulfill the accountabilities and performance measures as described. The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed, as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

Employee’s Name (Please Print): _______________________________

Employee’s Signature: ________________________________________ Date: ______________________