Manager, Human Resources Operations & Employee Experience

The Manager of HR Operations and Employee Experience provides day-to-day leadership for HR operations and employee lifecycle processes, including recruitment workflow, onboarding, offboarding, HRIS operations, performance management coordination, search committee support, supervisor guidance, and Employee Experience Initiatives.Reporting to the Associate Director of Human Resources, this position supervises the HR Specialist, Employee Experience, and serves as a primary operational resource for supervisors and employees regarding HR processes, documentation, and employment practices. The Manager helps ensure HR services are timely, consistent, accurate, and aligned with University policy, employment law, and institutional priorities.This position partners closely with the Associate Director of Human Resources and the Benefits & Training Specialist to support coordination across benefits, leave, accommodations, workers’ compensation, payroll, compliance training, compensation-related processes, and employee lifecycle activities. While the Manager supports communication, documentation, HRIS updates, and operational handoffs related to these areas, primary responsibility for benefits administration, compensation analysis, protected leave administration, ADA accommodation review, and workers’ compensation coordination remains with the Associate Director of Human Resources or another designated HR leader.The Manager of HR Operations and Employee Experience supports a culture of accountability, service, consistency, and continuous improvement by strengthening HR workflows, developing clear procedures, coaching supervisors on routine HR practices, and helping create a positive and organized employee experience from recruitment through separation. The Manager is expected to maintain awareness of cross-functional HR processes, support accurate communication and documentation, and escalate questions or concerns appropriately.Salary: $70,000-$75,000 AnnuallyEssential Functions:Leadership and SupervisionSupervise, coach, train, and direct the work of the HR Specialist, Employee ExperienceProvide day-to-day leadership for HR operations, ensuring work is completed accurately, consistently, and timelySupport the onboarding and training of new HR staff members by developing clear workflows, checklists, and process guidanceProvide guidance to supervisors and staff regarding routine employment practices, HR procedures, performance documentation, recruitment processes, onboarding, and offboardingFoster a service-oriented, accountable, and collaborative HR team cultureParticipate in HR leadership discussions and provide updates on HR operations, employee experience, recruitment activity, and process improvement needs. Escalate complex employee relations, legal compliance, protected leave, ADA, workers’ compensation, compensation, or disciplinary matters to the Associate Director of Human ResourcesRecruitment and OnboardingOversee job requisition intake, approval routing, posting, recruitment workflow, and hiring process coordinationPartner with hiring managers and search committees to support consistent, equitable, and timely recruitment practicesSupport hiring managers with recruitment planning, interview process expectations, candidate communication, and documentation standardsMonitor recruitment metrics, including time-to-fill, workflow status, candidate experience feedback, and search process complianceCoordinate offer letter workflow and ensure required hiring documentation is completed before employment beginsOversee onboarding and offboarding processes, including new hire orientation coordination, employee lifecycle communications, and handoffs to Benefits, Payroll, IT, and other campus partnersPartner with the Benefits & Training Specialist to ensure benefit enrollment information and required compliance training are incorporated into onboardingIdentify opportunities to improve the employee experience during recruitment, onboarding, transition, and separation processesHR Information Systems (HRIS) Administration and Data IntegreityServe as the operational lead for HRIS workflows, employee data accuracy, and routine HR reportingCoordinate personnel changes, onboarding, separations, position updates, and employee record changes to support accurate HR, Payroll, and Benefits dataSupport process consistency for personnel transactions, including PAFs, requisition requests, EPAFs, position updates, and related HR documentationDevelop and maintain HRIS process standards, audit practices, workflow guides, and staff training materialsPartner with the Associate Director of Human Resources on HRIS governance, access controls, workflow design, audit compliance, and system improvement prioritiesSupport system upgrades, testing, workflow reviews, and process improvementsGenerate routine and ad hoc reports to support recruitment, onboarding, performance management, compliance audits, and workforce planningTrain HR staff and appropriate campus partners on HRIS processes, data standards, and workflow expectationsEmployee Experience and EngagementLead day-to-day employee experience initiatives in partnership with the HR Specialist, Employee ExperienceSupport employee recognition, feedback, retention, engagement, and communication efforts across the employee lifecycleCollaborate with campus partners to strengthen employee experience programs, including onboarding, recognition, employee feedback, and service improvementsIdentify trends in employee questions, onboarding feedback, supervisor needs, and HR service issues, and recommend process improvementsProvide first-level guidance on routine employee relations questions, policy interpretation, and documentation practicesSupport early resolution of routine workplace questions or concerns in collaboration with the Associate Director of Human ResourcesEscalate complex employee relations concerns, complaints, protected activity, discrimination or harassment concerns, or disciplinary matters to the Associate Director of Human ResourcesCompliance and Cross-Functional CoordinationPartner with the Associate Director of Human Resources and the Benefits & Training Specialist to ensure HR operations are coordinated with benefits, leave, accommodation, workers’ compensation, payroll, and compliance processesSupport operational handoffs related to benefits, protected leave, ADA accommodations, workers’ compensation, and compensation processes, including HRIS updates, employee status changes, onboarding/offboarding coordination, and supervisor communication as directedMaintain awareness of employee status changes that may affect onboarding, offboarding, payroll, benefits, performance management, or supervisor communicationAssist with documentation, tracking, and communication related to these processes as assignedSupport compliance with employment laws and University policies by ensuring HR operational documentation is complete, accurate, and consistently maintainedEscalate questions involving benefits administration, compensation analysis, protected leave administration, ADA accommodation review, or workers’ compensation coordination to the Associate Director of Human Resources or another designated HR leaderIdentify recurring compliance or workflow gaps and recommend process improvements to the Associate Director of Human ResourcesSearch Committee and Complaince TrainingCoordinate search committee training and support, including process guidance, implicit bias training logistics, interview support, and documentation expectationsTrack completion of required search committee training and related recruitment compliance stepsProvide guidance to search chairs and hiring managers regarding interview practices, candidate documentation, selection process expectations, and hiring workflowPartner with the Benefits & Training Specialist on annual compliance training assignment, completion tracking, and integration into onboarding workflowsAssist with the implementation of required annual compliance training by supporting communication, tracking, reporting, and follow-upAssist the Associate Director of Human Resources with data collection and documentation needed for the annual Affirmative Action Plan and related compliance reviewsPerformance Management and Supervisor SupportCoordinate the annual performance management and position summary statement processesTrack completion, follow up with supervisors, and ensure required documentation is maintainedProvide guidance to supervisors on position summaries, developmental goals, performance documentation, and routine corrective feedbackSupport supervisors in understanding HR processes, documentation expectations, and appropriate escalation pathwaysPartner with the Associate Director of Human Resources on supervisor training, performance documentation standards, and escalation of complex concernsDevelop and maintain HR metrics related to recruitment, onboarding, performance management, employee engagement, and HR operationsIdentify patterns in performance management questions, documentation gaps, or supervisor support needs and recommend training or process improvementsHR Operations and Process ImprovementEnsure accuracy, confidentiality, and organization of HR records, job descriptions, personnel files, and employee lifecycle documentationDevelop, update, and maintain HR workflows, standard operating procedures, templates, checklists, and tracking toolsSupport process consistency across recruitment, onboarding, offboarding, personnel transactions, performance management, HRIS workflows, and employee communicationsReview recurring HR questions, workflow delays, documentation gaps, and service issues to identify opportunities for process improvementCoordinate with Payroll, Benefits, IT, and other campus partners to improve HR service delivery, reduce process gaps, and clarify handoffsSupport HR department planning by identifying workload trends, recurring service needs, and opportunities for improved communication, training, or workflow designPromote consistent use of HR systems, shared files, calendars, tracking tools, and documentation practicesRecommend practical improvements that strengthen HR efficiency, accountability, compliance readiness, and service to employees and supervisorsQualifications-Education & Experience, Knowledge, Skills & Abilities:Minimum of a Bachelor’s degree required from an accredited college or university in human resources, business administration, psychology or closely related fieldSHRM-CP, PHR, or similar HR certification preferredMinimum of (3) three to (5) five years of progressive human resources experience, including at least (1) one year of supervisory, team lead, project lead, or process leadership experience requiredExperience in higher education, nonprofit, public sector, or another complex employment environment preferredExperience managing or administering HRIS platforms (e.g., Banner, Workday, UKG< ADP or equivalent) including workflow design, reporting, and data auditingDemonstrated ability to train, coach, and develop staff, fostering accountability and professional growthProven experience guiding supervisors and managers in the consistent application of HR policies and performance management practicesStrong background in coordinating cross-functional HR operations, ensuring collaboration between benefits, payroll, and compliance areasStrong understanding of HR operations and employee lifecycle processes, including recruitment, onboarding, offboarding, employee records, performance management, and HRIS workflowsExperience contributing to a culture of engagement and service, modeling professionalism, empathy, and clear communicationAbility to recognize when an issue requires escalation to the Associate Director or CHROPhysical Demands & Work EnvironmentThe physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.Personal Protective Equipment must be worn when required. A respiratory function test and the ability to use respirators may be required. Stairs and uneven surfaces may be present; artificial lifts, etc. may or may not be available. The position may require the incumbent to walk outdoors in all types of weather to other buildings or offices located on the campus. The Campus is located in an area that contains numerous hills and slopes and may not always be fully accessible for mobility impaired individuals.About Alfred UniversityLighting the way for students since 1836.“We've always been a place for makers, especially those who make the future. Our commitment to independent thinking, creativity, academic rigor and community have made us a unique kind of leader since 1836.” Alfred University (AU) was founded on principles of social justice in 1836 by liberal, independent thinkers who placed high value on education for all citizens. The University has retained and built upon the strong values of its founders, developing as an institution of national and international renown that is responsive to the needs of contemporary society while remaining consistent with the spirit of its origins. Alfred University is the second oldest coeducational college in the United States as well as one of the earliest nineteenth century colleges to have enrolled African American and Native American students. It has a long-standing history of educating socially conscious students who make a difference in their professions and their communities.Over the course of the twentieth century, Alfred University evolved into a complex institution offering a full range of programs in the liberal arts and sciences, art and design, engineering, business, education, counseling, and school psychology to its nearly 2,000 undergraduate and graduate students that live, learn, and play on a 232-acre campus located in an idyllic, creative valley in Western New York. To learn more, visit alfred.edu.Alfred University actively subscribes to a policy of equal employment opportunity, and will not discriminate against any employee, student or applicant because of race, age, sex, color, sexual orientation, gender identification or expression, physical or mental disability, religion, ancestry or national origin, marital status, genetic information, military or veteran status, domestic violence victim status, criminal conviction status, political affiliation or any other characteristic protected by applicable law.Powered by JazzHRODiHCOVoJg