Manager HRIS

Job Summary

The HRIS Manager is responsible for the ownership and leadership as it relates to the Air Methods’ net suite of HCM modules and back-office interface as well as all other software and systems related Human Resources initiatives. Provides day-to-day oversight and direction for system maintenance, process improvement, data integrity, ongoing system testing, improvements, business intelligence reporting, other adhoc reporting, and module planning configuration and implementation.  Coaches and works with the HRIS and HR teams to provide enhanced features and services to create business and HR efficiencies. 

Essential Functions and Responsibilities include the following:  

• Partner in collaboration with business to lead projects to ensure systems are set to support end user business needs accurately and efficiently. 
• Align with and participates in strategic planning, analysis and development of business requirements and prioritization for HR technology delivery and integration needs across all back office and operational departments.
• Lead HRIS employee(s) in all HRIS related projects, initiatives, and tasks.
• Analyze, design, evaluate, modify, test, and implement SAAS HCM functionality in coordination with the HR, Benefits, Payroll, GL Accounting, IT and Operational teams.
• Provide technical and related business support to HR and Payroll, including troubleshooting critical issues and escalating to appropriate individual or vendor when needed.  Build partnership with UltiPro Support resources and manage/monitor/escalate online vendor Case and Service Requests.
• Review current HR applications integrations, file feeds, and process flows to implement improvements in regard to systems, applications, and/or data.
• Develop and oversee the ongoing business process and data documentation.
• In collaboration with HR, Payroll, and the business, define, modify and/or implement new business workflows and security configurations that support changing business and compliance requirements.
• Manage the on-going maintenance, data integrity and confidentiality of existing systems and HR data, including all integrations and reports.
• Support a variety of (Cognos) Business Intelligence reports, from simple to complex in order to support strategic decision making.  Additionally support vendor integrations and data cleansing initiatives.
• Other Duties as assigned.

Additional Job Requirements

• Regular scheduled attendance
• Indicate the percentage of time spent traveling- 5%

Subject to applicable laws and Air Method’s policies, regular attendance is an essential function of the position.  All employees must follow Air Methods’ employment practices and policies.

Supervisory Responsibilities

Directly supervises three teammates within HRIS department.  Carries out Supervisory responsibilities in accordance with the organization’s policies and applicable laws.  Responsibilities include interviewing, selecting, hiring, and training and developing teammates, planning, assigning, and directing work, appraising performance, rewarding, and disciplining employees, addressing complaints, and resolving problems.  For Exempt Managers:  Managers that carry out these responsibilities for two or more employees will have significant input in hiring and termination decisions.

Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.

Education & Experience

• Bachelor’s Degree in IT Systems, IT Management, HR, Finance or Business from four-year college or university; and five to seven years related experience and/or training; or equivalent combination of education and experience.
• Minimum of 7 years of progressively responsible HR experience with broad exposure to all HR functional areas and HRIS technologies, or equivalent combination of experience and education.
• Minimum 5 to 7 years of management experience.
• Proven Business Process Analysis acumen and successful IT Project Delivery experience in fast-paced environment.

Skills

• Ability to communicate effectively with all levels of the organization, translating technical requirements into functional applications and provide solutions.
• Strong knowledge and experience with Ultimate Software or other Software As A Service (SAAS) systems strongly preferred.
• Demonstrated IT system implementation, troubleshooting and data integration experience.
• Knowledge of data governance concepts.
• Customer-focused and highly detail-oriented.
• Demonstrated ability to manage confidential information in a professional manner.
• Demonstrated ability to be self-motivated and a strong team player, doing whatever it takes to complete work.
• Ability to quickly sequence and/or reprioritize competing requirements and effectively communicate changes to stakeholders.
• Previous Healthcare and/or highly regulated industry experience preferred.
• Demonstrated ability to collaborate and successfully build consensus among varied stakeholders.

Computer Skills

• Extremely proficient in Microsoft Office products, including Access.

Certificates, Licenses, Registrations

• CAPM or PMP preferred

Air Methods is an EEO/AA employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

For more information on our industry-leading benefits, please visit our benefits page here. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)