Sr. Project Manager, HR Operations and Systems

Position Title:

Senior Project Manager, HR Operations and Systems

Department:

Human Resources

Corporate Area:

Human Resources

Status:

Regular, Full time Exempt

Manager Title:

VP, Total Rewards & HR Systems

Position Overview:

The PBS Human Resources department is a trusted partner for all levels of the organization – staff, managers and their teams and senior leaders. The members of the team endeavor to enable PBS to deliver on its mission, live our core values and create an environment that attracts, develops, and retains the diversity of talent making PBS’ culture rich and engaging.

The Senior Project Manager, HR Operations and Systems serves as a key member of the HR team, working to plan, manage, and execute major activities/initiatives. The role includes oversight and administration of all HR systems, principally Workday, PBS’s HR system of record. This role also provides project management leadership for HR-related projects, managing cross-functional teams to ensure successful outcomes. Lead the HR team in developing and presenting well-thought-out analytics (storyboards) that tell the HR Story and facilitate both Strategic and tactical decision-making for leadership. Also, the role provides key support in compensation.

Key responsibilities include:

HR Project Management Lead

• Effectively lead cross-functional project teams as the overall manager, ensuring stakeholders (i.e., SMEs, HRBPs, Payroll, CrossVue) remain informed and accountable for timelines and necessary project inputs.

• Develop and maintain accurate project structure (charter, goals, committees, timelines, etc.)

• Effectively coordinate between HR and other functional stakeholders, building and maintaining effective communication channels and developing cross-functional relationships.

• Develop and maintain an HR operations manual for key processes that includes details of responsibilities using the RACI framework or another similar framework.

Workday Administrator

• Serve Workday System Administrator and designated Subject Matter Expert (SME).

• As System Administrator, effectively delegates appropriate system data entry to ensure appropriate separation of duties.

• Effectively partners with other HR SMEs (i.e., Talent Acquisition and Talent Management) to ensure system data governance, knowledge upkeep, and enhancement planning and implementation.

• Accurately maintain Workday and other system governance. Serve as the primary reviewer when data is entered into the system; regularly audit system data for accuracy.

• Partner with the VP of Total Rewards & HR Systems to leverage third-party resources effectively to support HR system administration.

• Regularly maintain awareness of new updates to the system and effectively communicate appropriate information to impacted stakeholders.

• Partner with key areas (Accounting, IT, Facilities) to ensure Workday and HR system functionality best serves business needs.

• Proactively plan and effectively coordinate, configure, test, and administer annual processes in Workday, including:

  • Major system updates (i.e., R1 and R2)

  • Compensation (salary increases and bonuses) for regular and union staff

• Serve as a main support contact for user questions and proactively take ownership of identified issues.

HR Analytics

• Effectively develop analytics that tells the “HR Story”, ensuring transparency of the metrics used. Identify new data needs and opportunities to leverage current data.

• Responsible for proactively researching and recommending HR program improvements to support an ever-changing employee landscape.

• Create and maintain dashboards; deploy dashboards to  enhance the user experience for each persona: HR User, Employee, and People Manager.

• Research and implement HR analytics best practices

• Maintain a library of external benchmark data to use in reporting

Compensation

• Effectively supports the compensation function:

  • Complete market pricing analysis;

  • Regularly advise HRBPs and talent acquisition regarding salary actions and the classification of positions;

  • Oversee the processing of approved changes (personnel actions) via PBS’s standard processes.  Provides follow up communications as necessary

• Maintain compensation structure (grades); develop training materials/documentation related to compensation structure and philosophy (tied to DE&I and j