hris manager

Service Employees International Union

<div>SEIU (Service Employees International Union)

JOB TITLE: Senior HRIS and Compensation Manager 
GRADE: MGT E 
ANNUAL SALARY: $121,078 
LOCATION: All USA or Washington, DC HQ

ORGANIZATIONAL OVERVIEW: We are the Service Employees International Union (SEIU), a union of about 2 million diverse members in healthcare, the public sector, and property services. We believe in and fight for our Vision for a Just Society: where all workers are valued and all people respected, no matter where we come from or what color we are; where all families and communities can thrive; and where we leave a better and more equitable world for generations to come. We are an anti-racist union determined to check corporate power and uproot structural racism through unions, worker power, collective action, and government, legislative, and political action. We fight for Unions for All and a Government that Works for All so that all of us, across race and place, can have power together in unions and participate fully in our democracy.

PURPOSE: The Senior HRIS and Compensation Manager serves as the organization&rsquo;s lead expert in HR technology, compensation strategy, data governance, and payroll operations. This role ensures that SEIU&rsquo;s people systems, compensation practices, and payroll processes are equitable, accurate, and aligned with our values.

This position advances operational excellence and organizational capacity by strengthening data integrity, improving systems and workflows, supporting equitable pay practices, and providing insights that inform decision-making across the union.

PRIMARY RESPONSIBILITIES: Any one position may not include all of the specific duties and responsibilities listed.

HRIS Strategy, Management &amp; Optimization
<ul>
<li>Serve as the primary administrator and subject-matter expert for the HRIS, including system configuration, workflows, permissions, and maintenance.</li>
<li>Lead system upgrades, enhancements, and implementation of new modules to support organizational needs.</li>
<li>Establish and maintain data governance standards to ensure accuracy, consistency, and integrity across HR systems.</li>
<li>Identify and implement opportunities to streamline processes, automate workflows, and improve user experience.</li>
<li>Troubleshoot system issues and coordinate with vendors to ensure timely resolution.</li>
</ul>
HRIS Operations &amp; Data Integrity
<ul>
<li>Oversee day-to-day HRIS transactions across the employee lifecycle, including onboarding, status changes, salary adjustments, reporting structure updates, and offboarding.</li>
<li>Partner with HR team members to ensure consistent and accurate data entry aligned with established standards.</li>
<li>Conduct regular audits to validate data accuracy and identify process improvements.</li>
</ul>
Compensation Strategy &amp; Administration
<ul>
<li>Lead compensation administration, including salary structures, job classifications, and alignment to SEIU&rsquo;s grade and step system.</li>
<li>Conduct compensation analyses to ensure internal equity and external competitiveness.</li>
<li>Partner with HR leadership on salary recommendations, offers, and pay decisions.</li>
<li>Maintain compensation policies and guidelines to ensure transparency, consistency, and alignment with organizational values.</li>
<li>Support annual compensation processes, including COLA adjustments and salary reviews.</li>
</ul>
Payroll Management &amp; Compliance
<ul>
<li>Oversee end-to-end payroll processing, ensuring accuracy, timeliness, and compliance with federal, state, and local regulations.</li>
<li>Partner with Finance to reconcile payroll data and support month-end and year-end close processes.</li>
<li>Ensure accurate application of taxes, deductions, garnishments, and benefit contributions.</li>
<li>Maintain payroll policies and procedures and ensure alignment with internal controls and regulatory requirements.</li>
<li>Lead payroll audits and support external audit processes.</li>
</ul>
Reporting, Analytics &amp; Compliance
<ul>
<li>Develop and maintain dashboards, reports, and metrics to support HR, Finance, and organizational leadership.</li>
<li>Provide data-driven insights to inform workforce planning, compensation strategy, and organizational decision-making.</li>
<li>Ensure timely and accurate submission of required filings, including ACA, EEO-1, and payroll tax reporting.</li>
<li>Translate data into actionable recommendations that strengthen organizational effectiveness.</li>
</ul>
Cross-Functional Collaboration &amp; Leadership
<ul>
<li>Partner with HR leadership, Organizational Partners, Finance, and IT to ensure alignment across systems and processes.</li>
<li>Collaborate with Finance to ensure accurate payroll accounting and reporting.</li>
<li>Work closely with Benefits, Talent Acquisition, and Employee Relations to ensure HRIS and compensation practices support the full employee lifecycle.</li>
<li>Serve as a key liaison with external vendors, including HRIS providers and payroll processors.</li>
</ul>
Process Improvement &amp; Change Management
<ul>
<li>Lead continuous improvement initiatives to enhance HRIS functionality, compensation practices, and payroll operations.</li>
<li>Develop and deliver training to HR staff, managers, and employees on systems, compensation, and payroll processes.</li>
<li>Support change management efforts related to system upgrades, policy updates, and new processes.</li>
<li>Document processes, maintain SOPs, and ensure consistent application across the HR function.</li>
</ul>
DIRECTION &amp; DECISION MAKING: This position reports to the Assistant Director of Human Resources and operates with a high degree of independence. The Senior HRIS and Compensation Manager exercises judgment in managing systems, compensation practices, and payroll operations, and is responsible for making recommendations that impact organizational policy, equity, compliance, and operational effectiveness.

QUALIFICATIONS &amp; PROFESSIONAL EXPERIENCE:
<ul>
<li>7+ years of progressive experience in HRIS, compensation, and payroll, with at least 3 years in a senior or lead role.</li>
<li>Demonstrated experience managing HRIS platforms (e.g., Workday, UKG, ADP, Paycom, Paylocity).</li>
<li>Strong knowledge of compensation strategy, including salary structures and pay equity analysis.</li>
<li>Deep understanding of payroll processes, tax regulations, and compliance requirements.</li>
<li>Experience partnering with Finance on payroll reconciliation and reporting.</li>
</ul>
Skills &amp; Competencies
<ul>
<li>Advanced HRIS configuration and troubleshooting capabilities.</li>
<li>Strong analytical skills with the ability to translate data into actionable insights.</li>
<li>High attention to detail and commitment to data accuracy.</li>
<li>Strong communication skills, with the ability to translate technical concepts for non-technical audiences.</li>
<li>Ability to manage multiple priorities in a fast-paced environment.</li>
<li>High level of integrity, discretion, and professionalism.</li>
<li>Collaborative approach with the ability to build strong cross-functional relationships.</li>
</ul>
PHYSICAL REQUIREMENTS: Work is generally performed in an office setting, but may be required to work in other settings conducive to performing the work required to complete the assignment, such as field assignments. Long and extended hours and travel required.

COMPENSATION &amp; BENEFITS: SEIU offers a competitive salary and a comprehensive benefits package that reflects our values as a labor organization and our commitment to the well-being and long-term security of our staff. Benefits include:
<ul>
<li>A comprehensive, employer-sponsored health benefits package, including medical, dental, and vision coverage</li>
<li>A defined benefit pension plan</li>
<li>Paid time off, including vacation, sick leave, and holidays</li>
<li>Additional benefits consistent with a mission-driven workplace</li>
</ul>
SEIU believes that workers deserve dignity, stability, and the ability to plan for their futures, and our benefits are designed to support that belief.</div>

Senior HRIS and Compensation Manager

InVision Human Services

<div>POSITION OVERVIEW<div> 
The Director of HRIS serves as a strategic and hands-on leader within Human Resources, responsible for the design, optimization, and governance of InVision Human Services&rsquo; HR technology ecosystem. This role focuses exclusively on HR information systems and data infrastructure that support workforce operations, decision-making, and organizational efficiency.</div>
<div></div>
<div>The Director of HRIS provides thought leadership on HR technology strategy, drives system enhancements, ensures data integrity, and partners with cross-functional stakeholders to streamline and automate HR processes. This role also provides hands-on system administration, reporting, training, and troubleshooting support, creating a reliable and scalable HRIS structure for employees and HR team members.</div> 

<div>
HRIS Strategy, Leadership &amp; Optimization</div>
<div></div>
<div><ul><li>Lead the strategic direction, implementation, maintenance, and ongoing optimization of HRIS platforms.</li><li>
Serve as the primary owner and subject matter expert for the organization&rsquo;s HRIS (UKG Ready or similar).Partner with HR, Payroll, Finance, IT, and Operations to streamline workflows and automate HR processes.</li><li>
Evaluate, recommend, and implement new system functionality and technology solutions to improve HR service delivery.</li><li>
Oversee system configurations, security roles, permissions, workflows, and integrations.</li><li>
Identify opportunities to improve employee and manager self-service functionality and overall system usability.</li></ul> 


HR Data, Reporting &amp; Analytics 

<ul><li>
Oversee HR data governance, ensuring data accuracy, consistency, and integrity across systems.</li><li>
Develop and manage standard and ad-hoc reports, dashboards, and analytics to support operational and strategic decision-making.</li><li>
Manage scheduled system tasks, data uploads, audits, and reconciliation processes.</li><li>
Translate business needs into HRIS solutions and reporting outputs for leadership and stakeholders.</li></ul>
</div>
<div></div><div>System Support, Training &amp; Vendor Management</div>
<div></div>
<div><ul><li>Troubleshoot system issues and coordinate resolutions with vendors and internal partners.</li><li>
Manage vendor relationships related to HRIS platforms, upgrades, and support services.</li><li>
Develop and deliver training, documentation, and user support for HRIS processes and tools.</li><li>
Lead system testing, upgrades, and release management to ensure minimal disruption and maximum value.</li></ul>
</div>
<div></div><div>Leadership, Collaboration &amp; Change Management</div>
<div></div>
<div><ul><li>Partner with the CHRO and HR leadership team on long-term HR technology strategy and system roadmaps.</li><li>
Provide guidance and support to HR team members on HRIS usage, best practices, and process improvement.</li><li>
Support organizational change initiatives through structured system changes and clear communication.</li><li>
Ensure HRIS practices align with InVision&rsquo;s Mission, Vision, and Values.</li><li>
Maintain flexibility and responsiveness as needed to support system availability and organizational needs.</li></ul> 


Education and/or Experience: 

<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Information Systems, or related field.</li><li>
8&ndash;10+ years of progressive HRIS or HR technology experience.</li><li>
Demonstrated expertise in HRIS administration, optimization, and reporting (UKG Ready or similar strongly preferred).</li><li>
Strong analytical skills with experience creating reports, dashboards, and materials for senior leadership.</li><li>
Proven experience leading system implementations, upgrades, or major enhancements.</li><li>
Non-profit or human services experience a plus.</li></ul></div> 


Other Requirements: 

<ul><li>
Work- on-site in Wexford, PA, and ability to travel as required.</li><li>
Strong analytical, organizational, and project management skills.</li><li>
Excellent communication and documentation availabilities</li><li>
Ability to work independently and collaboratively across teams.</li><li>
High attention to detail and commitment to data accuracy.</li></ul>
<ul><li>
</li></ul>PHYSICAL DEMANDS: 

The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, and ability to adjust focus. This position will work full-time in an office environment, although the nature of the work may sometimes lead to outside meetings. 


All job requirements listed indicate the minimum level of knowledge, skills, and/or ability deemed necessary to perform the job proficiently. This job description is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. Employees may be required to perform any job-related function as directed by their supervisor.</div>

Director, HRIS

Denison University

<div>The Manager of HR Systems &amp; Operations is responsible for the day-to-day management, execution, and continuous improvement of HR operations, systems, and processes. This role serves as the operational lead for the HR Systems &amp; Operations team and is responsible for ensuring work is appropriately prioritized, delegated, executed, documented, and communicated across the team.
 
 
The Manager partners closely with the Director to translate strategic priorities into operational plans and ensures high-quality execution across HR systems, employee lifecycle processes, documentation, policy administration, reporting, and process improvement efforts. This role directly supervises a team.
Responsibilities
HR Operations
<ul><li>Oversee day-to-day HR operations and employee lifecycle transactions, including hires, transfers, promotions, compensation changes, leaves, terminations, and reorganizations
</li><li>Ensure timely and accurate processing of employee changes in Workday
</li><li>Oversee HR inbox management and triage to ensure timely responses and issue resolution
</li><li>Monitor service levels and improve responsiveness to managers, employees, and HR partners
</li><li>Ensure consistency and accuracy in HR operational practices
</li></ul>HR Systems &amp; Workday
<ul><li>Manage day-to-day Workday support and enhancement activities for HR
</li><li>Partner with the HRIS Analyst on Workday testing, upgrades, implementations, enhancements, business processes, and issue resolution
</li><li>Coordinate system-related priorities, testing plans, and release management
</li><li>Identify opportunities to better leverage Workday functionality and reduce manual processes
</li><li>Serve as a bridge between functional HR teams, IT, and the HRIS Analyst
</li></ul>Documentation, Policies &amp; Process Improvement
<ul><li>Oversee the creation, organization, review, and maintenance of HR SOPs, process maps, templates, and team documentation
</li><li>Ensure documentation remains current and reflects actual practice
</li><li>Support policy review cadence and coordinate with stakeholders to update policies as needed
</li><li>Identify inefficiencies, gaps, and pain points and recommend process improvements
</li><li>Lead or support projects related to operational efficiency, compliance, service delivery, and user experience
</li></ul>Data, Reporting &amp; Compliance
<ul><li>Partner with the HRIS Analyst to ensure strong HR data integrity, governance, audits, and reporting
</li><li>Monitor recurring audits and compliance-related processes
</li><li>Support leadership reporting and ensure data accuracy for decision-making
</li><li>Help maintain position control processes and ensure changes align with organizational governance standards
</li><li>Ensure compliance with employment regulations, internal policies, and institutional requirements
</li></ul>Team Leadership &amp; Work Management
<ul><li>Supervise and support the HRIS Analyst and HR Coordinator
</li><li>Assign, prioritize, and monitor day-to-day work across the team
</li><li>Ensure work is completed accurately, timely, and consistently
</li><li>Provide coaching, training, and performance feedback to team members
</li><li>Serve as the primary escalation point for operational issues before they move to the Director
</li><li>Identify workload gaps, process inefficiencies, and resource needs
</li></ul>Qualifications
 
Required
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business, Information Systems, or a related field
</li><li>5-7 years of HR operations, HRIS, and/or HR systems experience.
</li><li>Demonstrated knowledge and experience with process improvement, documentation, and project management.
</li><li>Direct experience with and deep knowledge of HR systems structure, functions, and processes.
</li><li>Strong analytical, organizational, and problem-solving skills
</li><li>Ability to balance strategic priorities with hands-on operational execution
</li><li>Strong communication and relationship-building skills across all levels of the organization
</li></ul>Preferred
<ul><li>Direct Workday experience in HCM, Recruiting, Benefits, and Absence modules
</li><li>Prior supervisory or team leadership experience
</li><li>PMP certification</li></ul></div>

Manager, HR Systems & Operations

Temporary Professional Integrated Services

<div>About the Role:
The Benefits &amp; HRIS Supervisor plays a critical role in managing and optimizing the organization's employee benefits programs and Human Resources Information Systems (HRIS). This position ensures the accurate administration of benefits plans, compliance with regulatory requirements, and seamless integration of HRIS data to support strategic decision-making. The supervisor leads a team responsible for maintaining data integrity, generating reports, and providing exceptional service to employees regarding their benefits and HR-related inquiries. By collaborating with cross-functional teams, this role drives continuous improvement in HR processes and technology utilization. Ultimately, the Benefits &amp; HRIS Supervisor contributes to enhancing employee satisfaction and operational efficiency within the HR department.
Minimum Qualifications:<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>
Minimum of 3 years of experience in benefits administration and HRIS management.</li><li>
Strong knowledge of employee benefits programs, HRIS platforms, and relevant labor laws.</li><li>
Proficiency in HRIS software such as Workday, ADP, or similar systems.</li><li>
Excellent organizational, communication, and leadership skills.</li></ul>
Preferred Qualifications:<ul><li>
Professional certification such as SHRM-CP, PHR, or CBP (Certified Benefits Professional).</li><li>
Experience working in a multi-state or Puerto Rico-specific regulatory environment.</li><li>
Advanced skills in data analysis and reporting tools like Excel, Power BI, or Tableau.</li><li>
Demonstrated ability to lead cross-functional projects and change management initiatives.</li><li>
Bilingual proficiency in English and Spanish.</li></ul>
Responsibilities:<ul><li>
Oversee the daily administration and management of employee benefits programs including health, dental, vision, retirement plans, and other voluntary benefits.</li><li>
Manage and maintain the HRIS database ensuring data accuracy, security, and compliance with company policies and legal regulations.</li><li>
Lead, train, and support the HRIS and benefits team to deliver high-quality service and resolve employee inquiries promptly.</li><li>
Collaborate with vendors, insurance carriers, and internal stakeholders to coordinate benefits enrollment, changes, and renewals.</li><li>
Generate and analyze HRIS and benefits reports to identify trends, support audits, and inform leadership decisions.</li><li>
Ensure compliance with local, state, and federal regulations related to employee benefits and data privacy.</li><li>
Implement process improvements and system upgrades to enhance HRIS functionality and benefits administration efficiency.</li></ul>
Skills:
The required skills enable the supervisor to effectively manage complex benefits programs and maintain accurate HRIS data, ensuring compliance and operational excellence. Strong communication skills are essential for interacting with employees, vendors, and leadership to resolve issues and provide clear guidance. Leadership and organizational skills are used daily to manage the team, prioritize tasks, and implement process improvements. Analytical skills support the generation and interpretation of reports that inform strategic decisions and identify opportunities for enhancement. Preferred skills such as bilingual communication and advanced data analysis further empower the supervisor to serve a diverse workforce and leverage technology for continuous improvement.</div>

Benefits & HRIS Supervisor

Hoffman Construction Company

<div>Position Summary
The Human Resources Systems &amp; Process Optimization Manager will serve as the functional owner of Hoffman&rsquo;s Human Resources Information System (HRIS), Oracle HCM, and will report to the HR Director. This role partners closely with the HR team, IT, and business stakeholders to reduce manual work, improve operational efficiency, and increase the value of HR data through optimized system use and standardized processes. This position is both hands‑on and strategic , with a primary focus on system administration, process design, reporting, and enablement of the HR team. The role will be fully in‑office at Hoffman&rsquo;s main office in Lake-Oswego, OR. 
Salary Range - $100,000 &ndash; $130,000 
Essential Responsibilities:
HRIS Ownership &amp; Optimization
<ul><li>Serve as the functional owner of Oracle HCM, ensuring it effectively supports HR operations and business needs.
</li><li>Continuously evaluate system usage, configurations, and customizations to identify opportunities for simplification, automation, and improved user experience.
</li><li>Lead the activation and adoption of underutilized Oracle HCM modules and functionality.
</li><li>Maintain governance of any existing or future-purchased HR systems.
</li>Partner closely with IT and HRIS technical resources to ensure aligned governance, security, integrations, and data integrity. 
<li>
</li></ul>Process Documentation, Improvement, and Execution
<ul><li>Document current‑state HR processes and collaborate with HR leaders to design optimized, scalable future‑state processes.
</li><li>Reduce manual workarounds by embedding workflows, approvals, and data capture directly into Oracle HCM.
</li><li>Develop and maintain clear SOPs that align HR processes with system configuration.
</li><li>Own several operational processes such as entering and auditing employment transactions.
</li>Ensure system compliance with internal policies, audit requirements, and applicable labor regulations. 
<li>
</li></ul>Reporting, Analytics &amp; Data Enablement
<ul><li>Own HR reporting and analytics, including the design, automation, and maintenance of standard and ad‑hoc reports.
</li><li>Translate leadership and stakeholder needs into reliable data insights and dashboards.
</li><li>Partner with HR and Data teams to establish consistent data definitions and improve people data quality and usability.
</li></ul>Training, Support &amp; Enablement
<ul><li>Train and support HR team members to ensure effective system usage and strong data discipline.
</li><li>Provide tier‑two and tier‑three support for HR systems and coach HR colleagues in tier‑one and tier‑two support functions.
</li>Develop training materials and conduct ongoing learning sessions as system functionality evolves. 
<li>
</li></ul>Stakeholder &amp; Vendor Collaboration
<ul><li>Act as a liaison between HR, IT, and third‑party vendors to support system improvements and issue resolution.
</li>Stay informed on Oracle HCM enhancements, industry best practices, and evolving HR technology trends. 
<li>
</li></ul>Qualifications:
Professional Experience &amp; Education
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business, or a related field preferred.
</li><li>Minimum of 5-8 years of HR experience.
</li><li>Minimum of 3&ndash;5 years of HRIS or HR Operations Systems experience.
</li><li>Experience supporting a Tier‑1 HCM platform (Oracle HCM, Workday, SAP, UKG, or similar).
</li>Experience in the construction, engineering, or AEC industry preferred. 
<li>
</li></ul>Required Skills &amp; Competencies
<ul><li>Strong functional understanding of HR processes (core HR, recruiting, onboarding, reporting, etc.).
</li><li>Hands‑on experience configuring, supporting, and optimizing an HRIS.
</li><li>Advanced reporting and data analysis skills, including automation and dashboarding.
</li><li>Demonstrated ability to document and redesign business processes.
</li><li>Strong collaboration, stakeholder management, and training skills.
</li><li>Excellent written and verbal communication skills.
</li><li>High attention to detail, organization, and follow‑through.
</li>Ability to work effectively across corporate, office, and field environments. 
<li>
</li></ul>Preferred Skills
<ul><li>Experience with Oracle HCM (expertise preferred but not required).
</li><li>Familiarity with Learning Management Systems.
</li><li>Experience supporting integrations and file feeds.
</li>Exposure to Oracle JD Edwards or construction ERP systems a plus. 
<li>
</li></ul>Physical and Mental Requirements:
<ul><li>Standing/Walking/Sitting: Workday is a combination of being stationary and moving about the work location.
</li><li>Must be able to work outdoors in varying weather conditions and on active construction sites.
</li><li>Must be able to climb stairs, to ascend and descend ladders, scaffold, inspect confined or underground spaces.
</li><li>Hands/Arms: Constantly operates a computer and other office productivity machinery. Frequently operates machinery and will use hand/fingers and legs to operate, activate, use, prepare, inspect, place, detect, and position materials.
</li><li>Sight: Specific vision abilities required include close vision, depth perception and the ability to adjust focus in an outdoor environment. Must be able to safely operate a vehicle with a valid driver&rsquo;s license. The work is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures, transcribing, viewing a computer terminal, reading print and digital documents.
</li><li>Hearing: Must be able to work in proximity to loud equipment more than 50% of the time. Must be able to wear hearing protection, as necessary. Often required to communicate with customers and co-workers in an office setting and on the job site.
</li><li>Speech: Ability to communicate laws, ordinances, plans, regulations, protocols, directives, and standard operating procedures related to project scope in English.
</li><li>Lift/Carry: Must have the ability to lift or manipulate fifty pounds to a height of three feet and carry or push it 50-100 feet.
</li><li>Bending/Twisting: Frequent.
</li><li>Kneeling/Crouching/Crawling: Must be able to regularly position self in a kneeling, crouching or crawling position for purpose of examining project work.
</li><li>Must be able to physically access all areas and levels of construction site for work progress review.
</li><li>Work schedule must be flexible to allow for extended hours or off-shift work to accommodate changing construction schedule and sequences.
</li>Must use independent judgment, organizational and critical thinking skills to determine best method to accomplish desired results. 
<li>
</li></ul>Application review will consider without limitation the following criteria: qualifications, education, and experience specific to the job description/duties as well as prior experience with Hoffman Construction. Applicants must be able to pass the Hoffman Drug and Alcohol test. 
Hoffman Construction is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law. 
This job description is intended to outline the general nature and level of work being performed by employees. It is not designed to cover or contain a comprehensive list of responsibilities, duties, or skills required of the employee of this job. Furthermore, this description is subject to change at the discretion of the company, with or without notice. 
**Please note, we are not able to offer sponsorship for this position. **</div>

HRIS Specialist

Metal Exchange

<div>Overview:
<div>
Consider joining the MX Holdings family as a Senior People Operations Manager at our St. Louis, MO location. In this highly visible leadership role, you will serve as the operational backbone of our HR function &mdash; overseeing total rewards, HRIS, people systems, recruiting, and a team of dedicated HR professionals. Reporting to the VP of HR, you will be a strategic partner and hands-on leader, ensuring our programs are competitive, compliant, and aligned with our people-first culture. This is an exciting opportunity for an experienced professional with deep functional expertise to make a meaningful and lasting impact across our family of companies.</div>
Responsibilities:
<div>
Essential Duties and Responsibilities:</div><div></div><div> 
Total Rewards and Payroll</div><ul><li>
Design, implement, and administer a competitive and integrated total rewards strategy encompassing compensation, benefits, and recognition programs</li><li>
Manage the relationship with our outsourced payroll provider, serving as the primary point of accountability for accurate, timely, and compliant payroll processing across all MX Holdings entities</li><li>
Oversee compensation program design including annual merit cycles, salary structure reviews, incentive plan administration, and market benchmarking</li><li>
Administer employee benefits programs including health, dental, vision, life, disability, and 401(k); manage open enrollment and carrier relationships</li><li>
Ensure compliance with applicable regulations including COBRA, HIPAA, ERISA, ACA, PCORI, and CMS requirements</li><li>
Analyze and assess the effectiveness of current total rewards programs; benchmark against market data and recommend enhancements</li><li>
Prepare and oversee annual discrimination testing on Section 125 plans and other required filings</li></ul><div>
HRIS</div><ul><li>
Own the strategy, administration, and integrity of MX Holdings&rsquo; HRIS (ADP Workforce Now), ensuring accurate and complete employee data across all modules</li><li>
Manage system configuration, module rollouts, integrations, and vendor relationships in partnership with the HRIS vendor</li><li>
Oversee data security, access controls, and compliance with data privacy requirements across HR systems</li><li>
Develop, maintain, and distribute HR reports and dashboards; support ad-hoc data requests from business leaders and HR partners</li><li>
Evaluate emerging HR technology solutions and lead implementation of new tools that enhance the employee experience</li></ul><div>
People Systems</div><ul><li>
Lead the administration of people systems supporting annual reviews and compensation review cycles; identify opportunities to improve efficiency and user experience</li><li>
Lead succession planning efforts for the team by identifying high-potential talent, maintaining a pipeline of ready-now and future candidates, and partnering with leadership to close critical capability gaps</li><li>
Drive the development planning process for direct and indirect reports, ensuring each team member has a meaningful, actionable IDP aligned to both business priorities and individual career goals</li><li>
Champion the employee engagement survey process end-to-end, driving participation and communicating results to facilitating action planning conversations with the team and holding leaders accountable for follow-through</li><li>
Analyze engagement survey data to identify trends, surface key themes, and translate insights into targeted initiatives that measurably improve team culture and retention</li></ul><h2 class="jobSectionHeader">
Talent Acquisition</h2><ul><li>
Oversee the full-cycle recruiting function, ensuring a consistent, efficient, and equitable hiring process across all MX Holdings companies</li><li>
Lead, coach, and develop the talent acquisition team; establish sourcing strategies, metrics, and best practices</li><li>
Partner with hiring managers and business leaders to understand workforce needs and develop targeted recruiting strategies</li><li>
Manage the applicant tracking system and ensure data integrity and compliance across all open requisitions</li><li>
Champion a positive candidate experience and strengthen MX Holdings&rsquo; employer brand across all recruiting touchpoints</li><li>
Monitor recruiting KPIs (time-to-fill, quality of hire, offer acceptance rates, etc.) and use data to continuously improve performance</li><li>
Ensure recruiting practices comply with EEO and applicable employment laws</li></ul><div>
People Operations Leadership</div><ul><li>
Lead, mentor, and develop a team, fostering a collaborative, high-performance team culture</li><li>
Serve as a trusted advisor to HR leadership and business partners on people operations matters</li><li>
Identify and implement process improvements that increase efficiency, reduce risk, and improve the employee experience</li><li>
Contribute to broader HR strategy and cross-functional initiatives as a key member of the HR leadership team</li><li>
Performs other duties as assigned</li></ul>
Qualifications:
<div>
Ideal Candidate Will Have:</div><div></div><div> 
Education</div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Finance, or a related field required</li></ul><div>
Experience</div><ul><li>
8&ndash;10+ years of progressive HR experience, with demonstrated breadth across total rewards, HRIS, and recruiting</li><li>
3+ years of direct people management experience with a track record of developing high-performing teams</li><li>
Experience managing outsourced payroll vendors and overseeing multi-state payroll compliance</li><li>
Preferred: SHRM-SCP, SPHR, or CCP (Certified Compensation Professional) designation</li></ul><div>
Required Skills, Knowledge, and Abilities</div><ul><li>
Hands-on experience with ADP Workforce Now; advanced proficiency across HRIS, payroll, and reporting modules strongly preferred</li><li>
Demonstrated knowledge of federal and state wage and hour laws, tax provisions, labor law, and benefit-related regulations</li><li>
Deep expertise in benefits administration including 401(k) plans and compliance with COBRA, HIPAA, ERISA, ACA, and related regulations</li><li>
Experience administering or overseeing performance management, engagement, and compensation review cycles using HR technology platforms</li><li>
Proven track record of managing full-cycle recruiting functions, including ATS administration and employer brand development</li><li>
Strong data analysis skills with the ability to translate HR metrics into actionable insights for leadership</li><li>
Excellent verbal and written communication skills; ability to effectively present and influence at all levels of the organization</li><li>
Strong organizational skills with the ability to manage multiple priorities and deadlines simultaneously</li><li>
High attention to detail with a commitment to data accuracy and process excellence</li><li>
Demonstrated ability to lead change, build collaborative relationships, and drive continuous improvement</li><li>
Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook, Teams)</li><li>
Must be eligible to work in the United States; visa sponsorships are not available</li><li>
Must have regular attendance and be available to work on-site in our St. Louis, MO location</li><li>
Must be able to pass a pre-employment background check, drug screen, and assessment</li></ul><div>
Preferred Skills</div><ul><li>
Experience in a manufacturing, industrial, or multi-site environment</li><li>
Familiarity with FMLA, ADA, AADA, and related federal and state leave laws</li><li>
Experience with tax filing in a multi-state environment</li><li>
Experience evaluating and implementing new HR technology platforms</li></ul>
About Us:
<div>
Perks of the Job</div><ul><li>
Medical, dental and vision insurance</li><li>
Disability and life insurance</li><li>
401(k) with matching contribution</li><li>
Generous allotment of paid vacation and paid holidays</li><li>
 Enterprise-wide winter break between Christmas and New Year&rsquo;s holidays</li><li>
Competitive wages plus performance-based bonus opportunities</li><li>
Employee Assistance Program (EAP)</li><li>
Headspace Account for improved emotional well-being</li><li>
Ongoing training and professional development</li><li>
Ample opportunity for career growth and advancement</li><li>
Paid time off for all new parents</li><li>
Relocation package may be available, if applicable</li></ul><div>
Why Our People Love Working Here</div><ul><li>
Purpose-driven, friendly, open, and respectful culture</li><li>
Highly engaged workforce &ndash; as indicated by best-in-class engagement scores</li><li>
NEW FOR 2026! Summer Hours- Hybrid work schedule from Memorial Day through Labor Day, consisting of 3 in-office days and 2 remote days per week
</li><li>NEW FOR 2026! Up to 10 remote workdays permitted between Labor Day and Memorial Day during normal business hours</li><li>
Shared core values of safety, integrity, caring and growth</li><li>
Leaders committed to building more diverse, inclusive teams</li><li>
On-Demand pay via DailyPay</li><li>
Robust recognition and reward program</li><li>
Community Impact opportunities including additional time off to volunteer and charitable match up to $250 per employee</li><li>
Tuition reimbursement</li><li>
Complimentary refreshment bar with beverages and snacks</li><li>
Employee discount program with hundreds of partner brands</li><li>
Wellness incentive program</li><li>
Regular employee celebrations and events</li></ul><div>
Who We Are</div><div></div> 
Celebrating 50 years in 2024, MX Holdings is a global leader in the purchasing, processing, and manufacturing of non-ferrous metals, primarily Aluminum. Enabled by our breadth of experience and deep expertise, we are proud to deliver top-quality products and services to customers across our family of brands &mdash; including Metal Exchange and Pennex.
But it&rsquo;s not just what we do that sets us apart, it&rsquo;s how we do it. Safety. Integrity. Caring. Growth. These core values are embodied by each member of our team; guiding every action we take and decision we make. Whether it&rsquo;s driving innovation within our industry, making the impossible possible for our customers, providing a safe, respectful workplace for employees or supporting our local communities, our purpose is clear. We are dedicated to impacting our world in a positive way.
If you are a like-minded individual with a strong ability to problem solve, collaborate and effectively communicate, MX Holdings may be the perfect place for you to grow your career.<h1 class="jobSectionHeader">
Our Commitment to Inclusion</h1>
We welcome people of different backgrounds, abilities and perspectives. To ensure our business and culture continue to be inclusive of all people, we never discriminate on the basis of race, religion, national origin, gender identity or expression, sexual orientation, age or marital status, veteran or disability status. MX Holdings and our family of companies are proud to be equal opportunity employers. Additionally, all your information will be kept confidential according to EEO guidelines. Should you have any questions or require special assistance completing your application, please email jobs@mxholdings.com.
Qualified Applicants must be legally authorized for employment in the United States and not require employer sponsored work authorization now or in the future for employment in the United States.
Our salary ranges are primarily determined by role, level, and location. The range provided for each job posting reflects the minimum and maximum target salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.<div> 
 Confidentiality Agreement Required: Yes</div> 
<div></div>
Posted Min Pay Rate: USD $116,794.00/Yr. Posted Max Pay Rate: USD $151,619.00/Yr.</div>

Senior People Operations Manager

American Bureau of Shipping (ABS)

<div>The Time and Attendance Manager is responsible for the day-to-day administration of the organization&rsquo;s timecard and time and attendance system to ensure accurate, timely, and policy-compliant time entry and approvals. This role supports organization-wide adoption through training, user support, issue resolution, and cross-functional coordination with Payroll, Human Resources, Information Technology, Finance, and Operations. The Time and Attendance Manager also identifies opportunities to improve workflows, controls, reporting, and overall system performance.
What You Will Do:
<ul><li>Administer the organization&rsquo;s timecard and time and attendance system to ensure accurate, timely, and policy-compliant time entry and approvals.
</li><li>Maintain system configuration, including hour types, labor categories, projects/cost centers, approval workflows, calendars, and user access, in alignment with organizational policies.
</li><li>Monitor compliance with time entry rules, approval deadlines, and internal controls, including appropriate approvals, audit trails, and segregation of duties.
</li><li>Serve as the primary point of contact for employees and approvers regarding timecard entry, corrections, exceptions, and workflow status.
</li><li>Troubleshoot and resolve timecard issues, escalate system defects or integration issues as needed, and coordinate with HCM Technical Support on system updates and enhancements.
</li><li>Run validation checks and exception reports, follow up on discrepancies, and ensure corrections are completed before payroll and billing deadlines.
</li><li>Coordinate retroactive adjustments and maintain appropriate supporting documentation in accordance with policy.
</li><li>Develop user guides and training materials, onboard new users and approvers, and communicate key dates, policy reminders, and system changes.
</li><li>Partner with Payroll, Human Resources, Finance, and project teams to support downstream processes, reporting needs, and continuous improvement efforts.
</li><li>Recommend and implement enhancements to workflows, forms, reports, and support materials to improve user experience, compliance, and efficiency.
</li></ul>What You Will Need:
Education &amp; Experience
<ul><li>Bachelor&rsquo;s degree in Business Administration, Human Resources, Information Systems, Accounting, or a related field preferred, or equivalent relevant experience.
</li><li>Relevant experience administering timecard, time and attendance, payroll, HRIS, or workforce management systems.
</li><li>Experience supporting end users, resolving system issues, and coordinating with cross-functional stakeholders.
</li><li>Experience maintaining system configurations, workflows, reporting, and controls within an enterprise timekeeping environment.
</li><li>Experience developing training materials, user documentation, and process communications.
</li><li>Experience supporting payroll and/or billing cycles through reporting, exception management, and policy compliance.
</li></ul>Knowledge, Skills &amp; Abilities
<ul><li>Strong knowledge of timekeeping, time and attendance, and workforce administration processes.
</li><li>Ability to interpret and apply organizational policies, internal controls, and approval requirements.
</li><li>Strong analytical and problem-solving skills with the ability to identify root causes and implement effective solutions.
</li><li>High attention to detail and the ability to manage multiple priorities in a deadline-driven environment.
</li><li>Strong interpersonal skills and the ability to work effectively with employees, managers, and cross-functional stakeholders.
</li><li>Effective written and verbal communication skills.
</li><li>Ability to identify process improvement opportunities and recommend practical enhancements.
</li><li>Proficiency in reporting, validation, and exception management related to timecard administration.
</li><li>Strong commitment to ethical business practices per relevant corporate policies.
</li><li>Ability to learn and apply the ABS Health, Safety, Quality, and Environmental Management System.
</li></ul>Reporting Relationships:
This role will report to the appropriate department manager or functional leader within the organization and will work closely with Payroll, Human Resources, Information Technology, Finance, HSQE, Operations, and Project Accounting. This role may have direct reports and will serve as a key functional resource for employees, approvers, and cross-functional stakeholders.</div>

Time and Attendance Manager

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