Senior Manager, People Operations & Systems

Title: Senior Manager, People Operations & Systems  

Department: People & Culture

Report to: VP, People & Culture

Compensation: $94,000 - $110,600

FLSA: Exempt

Location: Hybrid – 3 days/week in office

All candidates must be within commutable distance of SEO’s offices at 55 Exchange Place, New York, NY 10005, upon hire.  

ABOUT SEO

Founded in 1963 during the Civil Rights Movement, SEO closes educational and career opportunity gaps for 7,000 ambitious young people annually.  

POSITION OVERVIEW

The Senior Manager, People Operations & Systems will work closely with the VP, People & Culture to build capabilities and capacities on the People & Culture team to support organization-wide talent initiatives that will help achieve SEO’s mission and vision. Specifically, the role will be responsible for people operations, HR systems, and people data and analytics, which includes optimizing and automating HR workflows across Talent Acquisition, Total Rewards, and Talent Management sub-teams, serving as the primary administrator of all HR systems, and sharing people analytics and insights to support employee attraction, engagement and retention. 

People Operations

• Re-engineer and optimize HR processes and workflows, in collaboration with the VP, People & Culture, using centralized SOPs, training and technology solutions to gain efficiencies and reduce manual effort of People & Culture team members and other stakeholders.
• Manage the People Operations team member(s) to ensure day-to-day HR administrative tasks (e.g., HR billing, AMEX reconciliation, employment verification, employment record maintenance, new hire onboarding processing, etc.) are completed accurately and timely, and to provide in-person P&C or org-wide events support (e.g., panel interviews, manager training, SEO wellness days, SEO holiday parties, etc.) as needed.
• In collaboration with VP, People & Culture, develop and implement communications, customer service, and knowledge management initiatives across the P&C team to drive strong team effectiveness.
• Engage in cross-training to provide thought partnership and back-up, as needed, to the People & Culture sub-teams (e.g., talent acquisition, total rewards, talent management).
• Support VP, People & Culture on monthly budget reconciliation.
• Lead special projects or taskforces in support of People & Culture team priorities.

HR Systems

• Oversee optimization of various HR systems such as the HRIS (Paylocity), the Applicant Tracking System (Greenhouse), performance management platform (Lattice), employee relations case management platform (HR Acuity), employee recognition program (Awardco), HR customer service ticketing platform (Zendesk), including identifying system integration opportunities and troubleshooting issues.
• Assess the existing and new features of the current HRIS (e.g., headcount planning, self-service, position control, etc.) and lead the change management effort to roll out the most impactful features for the organization.
• Lead the management and execution of HR system enhancements, including project planning, requirements gathering, design, development, testing, documentation, risk assessment, and user support and training, in collaboration with SEO’s IT department and relevant vendors.
• Stay abreast of emerging workforce technology trends and identify necessary HR tools and systems to meet changing organizational needs and continue to move the People & Culture team towards greater automation and efficiency.
• Uphold the highest standards of data security with our employee files, which involves overseeing the approval processes for HR data credentials and managing user permissions across the organization.
• Oversee effective file feed management and integration with various HR systems as well as current file feed transcriptions with current and upcoming vendors.

People Data & Analytics

• Parter with VP, People & Culture to develop people analytics strategy that will drive key decision making and improve employee engagement and retention and gain buy-in from SEO’s senior leaders (e.g., launching annual employee engagement survey, analyzing retention data, etc.).
• In collaboration with the VP of People & Culture, develop and maintain a comprehensive People Analytics dashboard, providing senior leadership with a view of SEO’s talent trends over time.
• Work with VP, People & Culture to identify key success metrics to track to show People & Cu