People Ops Automation Manager

The primary responsibility of this role is to provide transparency into our efficiency and effectiveness / performance from multiple facets of operational service delivery. The People Operations Performance & Automation Manager will be responsible for optimizing HR processes, implementing innovative automation solutions, and driving performance improvement initiatives. Expertise in HR technology, data analysis, and process enhancement will be instrumental in elevating our HR department;s efficiency and effectiveness.

Duties and responsibilities

People Operational Excellence, to identify improvement opportunities within the People Organization functional area and lead automation efforts into execution/implementation of improvements. In addition, this person will serve as a trusted adviser to the People Organization leadership teams as they focus on implementation and execution of initiatives to maximize workforce productivity, minimize waste, deliver the highest quality service, and promote growth for the organization. In this position, the People Operations Performance & Automation

As new opportunities arise, this position will help to design, support, and monitor the engagement of the service and adjust accordingly to ensure return on investment and the realization of value-add of our Operations investments at a Program / Functional performance level.

1. Process Optimization:

 Analyze existing HR processes and identify areas for improvement, streamlining, and standardization.

 Identify areas for improvement and provides guidance to leadership on new opportunities and/or action to be taken.

 Collaborate with HR stakeholders, workstream functional leads and subject matter experts to design and implement efficient workflows,

 ensuring a seamless experience for employees and management.

 Continuously monitor process performance and gather feedback to make iterative enhancements.

2. Automation and Technology Implementation:

 Identify opportunities to leverage HR technology and automation tools to enhance operational efficiency and data accuracy.

 Accelerate initiatives that will improve performance; evaluating implementation and actual results; proactively applying critical analysis of

 facts and patterns to identify opportunities for continuous improvement.

 Lead the evaluation, selection, design, development, and implementation of HR automation systems, such as HRIS, performance management software, applicant tracking systems, etc.

 Provide training and support to HR staff on new technologies to ensure successful adoption and utilization.

 Accountable for developing and maintaining transparent line of site into critical investment initiatives.

3. Data Analysis and Reporting:

 Establish HR data reporting mechanisms to capture key performance indicators (KPIs) and track progress against established goals.

 Conduct data analysis to identify patterns, trends, and areas requiring attention, and present findings to relevant stakeholders.

 Analyze performance data to identify trends, strengths, and areas for improvement, and provide insights to management for decision making.

 Define success metrics up front, proactively evaluate results and lead the team on the interpretation of actionable learnings.

 Leads the creation of, manages ongoing and ad-hoc reporting and automation needs.

 Accountable for tracking and reporting on the realization of benefits related to operations initiatives.

4. Compliance and Governance:

 Ensure HR practices, policies, and systems comply with relevant employment laws and regulations.

 Keep abreast of emerging HR trends, best practices, and legal requirements, and recommend necessary updates to HR policies and procedures.

5. Change Management:

 Lead change management efforts related to HR process improvements and automation implementations.

 Develop communication plans to inform and engage employees and stakeholders during change initiatives.

6. Supporting Services:

 Accountable for collaborating with People Org leaders to achieve expense management targets and will be expected to proactively identify, pursue and execute on new opportunities.

 Influence key stakeholders and build strong relationships to ensure cooperation in successful deployment of strategic objectives.

 Remains abreast of call center and employee experience performance management best practices.

 Monitor and refine implemented improvements for continuous evaluation and implementation of additional improvements.

 Develops and cultivates a strong working relationship with other functional areas within

the People Organization. Understand their goals and objectives while balancing the priorities of all parties involved to meet the business objectives.

 Ensures there is good communication and coordination with other functional teams.