HR Administrator

The Human Resources Administrator plans, organizes, administers, and evaluates assigned Human Resources and People & Culture operations, including benefits administration, leave-of-absence programs, HRIS administration and data governance, workforce analytics, employee programs, and related compliance and process-improvement initiatives. 

Serves as a strategic and operational partner to HR leadership, Employees, Finance, Payroll, Risk Management, Information Technology and external vendors. While focusing on HR operations, Data Analytics and Employee Programs, the HR Administrator role ensures that HR programs are administered consistently, accurately, confidentially, and in accordance with applicable laws, collective bargaining agreements, District policies, benefit-plan documents, and established procedures.Examples of Functions: 

• Plan HRIS administration and governance activities for assigned modules, workflows, employee self-service functions, reporting tools, system security roles, data-management processes, and user-support activities. Supports the administration and continuous improvement of Human Resources operations, including employee benefits, leaves of absence, HRIS-supported employee programs, workforce reporting, and related employee service processes.
• Administer and evaluate assigned HR operational functions, including leaves of absence, HRIS, employee programs, workforce analytics, and related employee-service processes. Serve as the functional owner or subject matter expert for assigned HRIS modules, workflows, reporting functions, employee self-service functions, security roles, and data-management processes; Lead or support HRIS upgrades, system implementations, vendor transitions, reporting enhancements, and user training.
• Oversee administration of leave-of-absence programs, including applicable federal, state, District, and collective-bargaining leave provisions; Ensures the timely issuance, tracking, documentation, designation, and administration of leave cases. Monitor leave trends, leave duration, intermittent leave patterns, compliance timing, benefit impacts, and workforce coverage issues; Establish case-management standards, internal controls, reporting procedures, and escalation requirements for complex leave matters.
• Organize and maintain HR operational dashboards, key performance indicators, recurring reports, and executive-ready analyses related to workforce demographics, headcount, position management, turnover, benefits utilization, leave activity, absenteeism, employee engagement, HR service delivery, workers’ compensation impacts, and other assigned workforce measures.
• Develop operating procedures, service standards, workflow controls, and customer-service expectations for assigned programs; Provides HRIS Data administration support to health, retirement-related, employee wellness, employee assistance, and other employee benefit programs, as applicable. Ensure employee-facing processes are accurate, timely, accessible, confidential, and consistent with District policy and applicable requirements; Identify operational risks, service gaps, recurring errors, and process bottlenecks; develop and implement corrective-action plans.

Examples of Duties:

• Serves as the functional lead and subject matter resource for assigned HRIS modules, workflows, employee self-service functions, reporting tools, security roles, and data-management processes; coordinates with Human Resources, Payroll, Finance, Information Technology, and vendors to support system configuration, testing, enhancements, integrations, upgrades, user access, and training.
• Coordinates with employees, supervisors, Payroll, benefits vendors, healthcare providers, labor representatives, Risk Management, Safety, and other stakeholders to support timely and consistent administration of employee programs, leaves, workers’ compensation-related processes, accommodations, and return-to-work activities; escalates complex, high-risk, legal, medical, or contractual matters to the HR Manager and appropriate stakeholders.
• Performs periodic internal compliance reviews of HR operational practices, including personnel transactions, leave documentation, benefit eligibility, system access, employee records,requirednotices, and workflow approvals;identifiesdeficiencies and recommends corrective actions.
• Maintains HRIS data governance and quality-control practices by developing and applying standards for data entry, approval workflows, access controls, audit processes, report validation and correction procedures; monitors data accuracy, completeness, consistency, timeliness, and confidentiality.
• Analyzes HR and workforce data to identify trends, operational risks, service gaps, data discrepancies, recurring issues, and opportunities for improvement; prepares actionable findings and recommendations related to HRIS governance, workforce strategy, employee program effectiveness, process improvements, and District-wide HR service delivery.
• Conducts process mapping, root-cause analysis, data audits, stakeholder interviews, and service-delivery assessments to strengthen HR operations, reduce errors and delays, improve employee experience, and identify opportunities for prevention, training, and earlier intervention.
• Analyze workforce data and trends related to headcount, position management, turnover, benefits utilization, leave use, absenteeism, HR service delivery, employee engagement, workers’ compensation impacts, and other assigned areas; Recommend improvements based on employee feedback, audit findings, performance data, operational needs, and emerging workforce trends.
• Establish HRIS data-governance standards for data definitions, data entry, audit protocols, access controls, approval workflows, report validation, and correction procedures; Partner with IT, Payroll, Finance, HR staff, and system vendors to evaluate, configure, test, implement, and improve HRIS functionality, integrations, reports, and system changes.
• Oversee HRIS data audits and monitor the accuracy, completeness, consistency, and timeliness of employee and position data; Develop procedures to address system errors, data discrepancies, user access concerns, and workflow failures.
• Produce clear, actionable recommendations for HR leadership on HRIS governance and data controls, KPI development and executive reporting, process improvement and risk mitigation and recommendations affecting District-wide – HR service delivery.
• Perform all job duties and responsibilities in a safe manner to protect one’s self, fellow employees, and the public from injury or harm. Promote safety awareness and follow safety procedures in an effort to reduce or eliminate accidents.
• Performs other, related duties and special projects as assigned.

Sufficient experience, training and/or education to demonstrate the knowledge and ability to successfully perform the essential functions of the position. In lieu of a degree, work-related experience that demonstrates the skills and experience necessary to perform this role will be accepted. Development of the required knowledge and abilities is typically obtained through but not limited to: 

• Bachelors Degree in Industrial Relations, Human Resources Management, Organizational Development, Business, or related field
• Three (3) years full-time, progressive experience in human resources with a focus in employee programs, leave management, and workers compensation. 
• Professional working experience with an enterprise HRIS system. 

Preferred Qualifications:

• Masters in Organizational Development, Business, Human Resources or related field.
• SPHR Certification.
• PeopleSoft experience preferred. 
• Proficiency with Microsoft Office Suite.
• Professional experience using PowerBI. 
• Public sector experience.
• Experience overseeing compliance of workers compensation and leave administration in union and non-union environments.