Manager, Human Resources Operations & Employee Experience

• Supervise, coach, train, and direct the work of the HR Specialist, Employee Experience.
• Provide day-to-day leadership for HR operations, ensuring work is completed accurately, consistently, and timely.
• Support the onboarding and training of new HR sta members by developing clear workows, checklists, and process guidance.
• Provide guidance to supervisors and sta regarding routine employment practices, HR procedures, performance documentation, recruitment processes, onboarding, and offboarding.
• Foster a service-oriented, accountable, and collaborative HR team culture.
• Participate 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 Resources.

• Oversee job requisition intake, approval routing, posting, recruitment workow, and hiring process coordination.
• Partner with hiring managers and search committees to support consistent, equitable, and timely recruitment practices.
• Support hiring managers with recruitment planning, interview process expectations, candidate communication, and documentation standards.
• Monitor recruitment metrics, including time-to-ll, workow status, candidate experience feedback, and search process compliance.
• Coordinate oer letter workow and ensure required hiring documentation is completed before employment begins.
• Oversee onboarding and offboarding processes, including new hire orientation coordination, employee lifecycle communications, and handos to Benets, Payroll, IT, and other campus partners.
• Partner with the Benets & Training Specialist to ensure benet enrollment information and required compliance training are incorporated into onboarding.
• Identify opportunities to improve the employee experience during recruitment, onboarding, transition, and separation processes.

• Serve as the operational lead for HRIS workows, employee data accuracy, and routine HR reporting.
• Coordinate personnel changes, onboarding, separations, position updates, and employee record changes to support accurate HR, Payroll, and Benets data.
• Support process consistency for personnel transactions, including PAFs, requisition requests, EPAFs, position updates, and related HR documentation.
• Develop and maintain HRIS process standards, audit practices, workow guides, and sta training materials.
• Partner with the Associate Director of Human Resources on HRIS governance, access controls, workow design, audit compliance, and system improvement priorities.
• Support system upgrades, testing, workow reviews, and process improvements.
• Generate routine and ad hoc reports to support recruitment, onboarding, performance management, compliance audits, and workforce planning.
• Train HR sta and appropriate campus partners on HRIS processes, data standards, and workow expectations.

• Lead day-to-day employee experience initiatives in partnership with the HR Specialist, Employee Experience.
• Support employee recognition, feedback, retention, engagement, and communication eorts across the employee lifecycle.
• Collaborate with campus partners to strengthen employee experience programs, including onboarding, recognition, employee feedback, and service improvements.
• Identify trends in employee questions, onboarding feedback, supervisor needs, and HR service issues, and recommend process improvements.
• Provide rst-level guidance on routine employee relations questions, policy interpretation, and documentation practices.
• Support early resolution of routine workplace questions or concerns in collaboration with the Associate Director of Human Resources.
• Escalate complex employee relations concerns, complaints, protected activity, discrimination or harassment concerns, or disciplinary matters to the Associate Director of Human Resources.

• Partner with the Associate Director of Human Resources and the Benets & Training Specialist to ensure HR operations are coordinated with benets, leave, accommodation, workers' compensation, payroll, and compliance processes.
• Support operational handos related to benets, protected leave, ADA accommodations, workers' compensation, and compensation processes, including HRIS updates, employee status changes, onboarding/offboarding coordination, and supervisor communication as directed.
• Maintain awareness of employee status changes that may aect onboarding, offboarding, payroll, benets, performance management, or supervisor communication.
• Assist with documentation, tracking, and communication related to these processes as assigned.
• Support compliance with employment laws and University policies by ensuring HR operational documentation is complete, accurate, and consistently maintained.
• Escalate questions involving benets administration, compensation analysis, protected leave administration, ADA accommodation review, or workers' compensation coordination to the Associate Director of Human Resources or another designated HR leader.
• Identify recurring compliance or workow gaps and recommend process improvements to the Associate Director of Human Resources.

• Coordinate search committee training and support, including process guidance, implicit bias training logistics, interview support, and documentation expectations.
• Track completion of required search committee training and related recruitment compliance steps.
• Provide guidance to search chairs and hiring managers regarding interview practices, candidate documentation, selection process expectations, and hiring workow.
• Partner with the Benets & Training Specialist on annual compliance training assignment, completion tracking, and integration into onboarding workows.
• Assist with the implementation of required annual compliance training by supporting communication, tracking, reporting, and follow-up.
• Assist the Associate Director of Human Resources with data collection and documentation needed for the annual Armative Action Plan and related compliance reviews.

• Coordinate the annual performance management and position summary statement processes.
• Track completion, follow up with supervisors, and ensure required documentation is maintained.
• Provide guidance to supervisors on position summaries, developmental goals, performance documentation, and routine corrective feedback.
• Support supervisors in understanding HR processes, documentation expectations, and appropriate escalation pathways.
• Partner with the Associate Director of Human Resources on supervisor training, performance documentation standards, and escalation of complex concerns.
• Develop and maintain HR metrics related to recruitment, onboarding, performance management, employee engagement, and HR operations.
• Identify patterns in performance management questions, documentation gaps, or supervisor support needs and recommend training or process improvements.

• Ensure accuracy, condentiality, and organization of HR records, job descriptions, personnel les, and employee lifecycle documentation.
• Develop, update, and maintain HR workows, standard operating procedures, templates, checklists, and tracking tools.
• Support process consistency across recruitment, onboarding, offboarding, personnel transactions, performance management, HRIS workows, and employee communications.
• Review recurring HR questions, workow delays, documentation gaps, and service issues to identify opportunities for process improvement.
• Coordinate with Payroll, Benets, IT, and other campus partners to improve HR service delivery, reduce process gaps, and clarify handos.
• Support HR department planning by identifying workload trends, recurring service needs, and opportunities for improved communication, training, or workow design.
• Promote consistent use of HR systems, shared les, calendars, tracking tools, and documentation practices.
• Recommend practical improvements that strengthen HR eciency, accountability, compliance readiness, and service to employees and supervisors.

• Minimum of a Bachelor's degree required from an accredited college or university in human resources, business administration, psychology or closely related eld.
• SHRM-CP, PHR, or similar HR certication preferred.
• Minimum of (3) three to (5) ve years of progressive human resources experience, including at least (1) one year of supervisory, team lead, project lead, or process leadership experience required.
• Experience in higher education, nonprot, public sector, or another complex employment environment preferred.
• Experience managing or administering HRIS platforms (e.g., Banner, Workday, UKG< ADP or equivalent) including workow design, reporting, and data auditing.
• Demonstrated ability to train, coach, and develop sta, fostering accountability and professional growth.
• Proven experience guiding supervisors and managers in the consistent application of HR policies and performance management practices.
• Strong background in coordinating cross-functional HR operations, ensuring collaboration between benets, payroll, and compliance areas.
• Strong understanding of HR operations and employee lifecycle processes, including recruitment, onboarding, offboarding, employee records, performance management, and HRIS workows.
• Experience contributing to a culture of engagement and service, modeling professionalism, empathy, and clear communication.
• Ability to recognize when an issue requires escalation to the Associate Director or CHRO.

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.