HR Employee Services Manager, Assoc. Dir.

Purpose

The Associate Director, HR Employee Services Manager serves as the operational backbone of the Employee Services function, providing senior-level expertise across the full employee lifecycle. Reporting to the Director of Employee Services Operations, this individual contributor role is responsible for driving HR operational excellence through robust Workday administration, people analytics and reporting, HR compliance, policy governance, and cross-functional process improvement.

Major Accountabilities

• Workday Administration & HRIS Management

• Serve as a primary Workday power user and subject matter expert across HR Operations, with accountability for data integrity, configuration support, and system optimization.
• Partner with the HRIS Director to troubleshoot system issues, test enhancements, and implement process improvements within Workday.
• Ensure accurate and timely data entry and maintenance across all HR modules including Core HCM, Benefits, Compensation, and Talent.
• Support system audits and data quality reviews; proactively identify and resolve data discrepancies that affect downstream reporting or compliance.

• People Analytics & Reporting

• Design, build, and maintain HR dashboards, standard reports, and ad hoc analyses that support data-driven decision-making across the HR function.
• Led the development and delivery of recurring workforce reports, including headcount, turnover, time-to-fill, compensation equity, and compliance metrics.
• Support leadership and Board-level reporting by compiling accurate, well-structured people data in collaboration with HR sub-function leads.
• Identify trends and surface insights from HR data to inform strategic priorities, workforce planning, and operational improvements.

• HR Compliance & Regulatory Oversight

• Monitor changes in employment law and regulatory requirements; translate updates into actionable operational adjustments and communicate implications to HR leadership.
• Cook with Legal, Finance, and Payroll to ensure alignment of compliance-related obligations affecting the employee population.

• HR Policy Development & Governance

• Own the HR policy library: develop, revise, and maintain policies in alignment with regulatory requirements, organizational strategy, and HR best practices.
• Partner with the Director of Employee Services Operations and HR leadership to conduct annual policy reviews and implement updates with clear communication and change management plans.

• Process Documentation & Operational Excellence

• Design and maintain comprehensive process documentation, including Standard Operating Procedures (SOPs), Quick Reference Guides (QRGs), and training materials that support operational consistency across HR.
• Assess existing HR workflows and identify opportunities to streamline, automate, or eliminate inefficiencies; lead improvement initiatives through to implementation.

• Employee Lifecycle Operations

• Maintain deep, working knowledge of the full employee lifecycle — onboarding, position changes, leave of absence, benefits administration, and offboarding — and ensure operational execution aligns with policy and regulatory requirements.
• Support onboarding operations including HR orientation and system setup coordination.

Skills/Knowledge Required

• Systems thinker who understands how HR sub-functions interconnect and proactively builds bridges across operational silos.

• Exceptional attention to detail with strong organizational skills; able to bring structure and order to ambiguous or demanding environments.

• Clear and direct communicator — written and verbal — with the ability to translate operational complexity for a non-technical audience and engage credibly at all levels of the organization.

• High degree of professional discretion and judgment in handling sensitive employee data and confidential matters.

• Self-directed and proactive; comfortable driving work forward independently while knowing when to escalate.

• Collaborative professional who builds effective working relationships across HR and with business partners.

Critical Competencies

• Results driven — high-energy, positive, entrepreneurial in spirit while goal-oriented and outcomes-focused.

• Strong business acumen, maturity, and leadership skills — comfortable operating at a strategic level while staying close to execution.

• Technologically fluent — confident and self-sufficient in HR systems, particularly Workday; actively seeks to leverage technology to improve outcomes.

• Process-minded — approaches HR work with rigor and structure; comfortable building, documenting, and improving processes, not just advising.

Salary Range

$145k to $175k