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Job Title:  

Human Resources Manager-Operations- Atlanta

Agency:

Department of Behavioral Health and Developmental Disabilities

Job Requisition ID:

JR0000002817

Shift:

Not Applicable (United States of America)

Compensation Details:

BASED ON EDUCATION AND EXPERIENCE

Job Description:

• Own and provide statewide oversight of HR operational processes and services.
• Establish standardized HR processes, procedures, workflows, and service expectations across DBHDD.
• Identify inconsistencies, gaps, and inefficiencies across HR operations and develop solutions to address them.
• Create clear ownership and accountability for HR processes across the People Experience Team.
• Develop and maintain HR operating procedures, process maps, job aids, and standard operating procedures.
• Establish quality assurance practices to ensure processes are consistently followed.
• Continuously evaluate HR operations and identify opportunities to streamline, automate, and improve the employee and leader experience.
• Serve as a subject matter expert and escalation point for complex HR operational matters.

• Serve as a key HR business owner for HRIS processes and workflows.
• Partner with Workday and internal technology teams to ensure HRIS functionality aligns with agency processes and business needs.
• Maintain data integrity and accuracy within Workday and other HR systems.
• Establish statewide standards for supervisory organizations, employee data, job information, organizational structures, and other HRIS elements.
• Identify and resolve HRIS data and process issues that impact employees, leaders, payroll, benefits, reporting, and other business functions.
• Develop and maintain HRIS procedures and user guidance.
• Partner with HR stakeholders to ensure system changes are properly tested, communicated, and implemented.
• Monitor HRIS transactions and identify trends or recurring issues requiring process improvement.

• Establish and maintain statewide standards for employee personnel files and HR records.
• Ensure employee records are maintained accurately, securely, and consistently.
• Develop procedures governing electronic and physical employee records.
• Establish document retention, naming, filing, and quality standards.
• Conduct periodic audits to identify missing, inaccurate, or improperly maintained employee records.
• Partner with Employee Relations, Legal, HR Business Partners, and other stakeholders to ensure appropriate documentation is maintained.
• Lead efforts to transition and maintain employee records in appropriate electronic systems.

• Own the statewide onboarding strategy and operational process for new employees.
• Establish a consistent and engaging New Employee Orientation experience across DBHDD.
• Partner with Talent Acquisition, Learning & Development, HR Business Partners, Payroll, IT, and hiring leaders to create a seamless transition from candidate to employee.
• Establish clear processes for pre-employment activities, new hire transactions, orientation, system access, required documentation, and required training.
• Ensure new employees receive consistent information regarding DBHDD's mission, culture, policies, benefits, expectations, resources, and available employee support.
• Monitor onboarding and orientation completion rates and identify barriers to timely completion.
• Use new employee feedback to continuously improve the onboarding experience.
• Develop and monitor 30-, 60-, and 90-day new employee experience measures where appropriate.
• Identify opportunities to reduce administrative delays and improve early employee retention.

• Own the operational strategy for collecting, managing, and reporting employee feedback and insights.
• Develop and maintain statewide processes for new employee surveys, exit surveys, pulse surveys, engagement surveys, and other employee listening activities.
• Partner with HR leadership to identify key questions and data points needed to understand the employee experience.
• Establish consistent survey processes, timelines, communication strategies, and reporting practices.
• Analyze employee feedback and identify trends, themes, risks, and opportunities.
• Develop dashboards and reports that translate employee feedback into actionable insights.
• Partner with HR leaders and People Leaders to use employee insights to improve retention, engagement, onboarding, leadership effectiveness, and the overall employee experience.
• Establish processes for communicating key findings and actions back to employees, demonstrating that employee feedback is being heard and acted upon.
• Monitor trends over time to evaluate whether HR initiatives are producing measurable improvements.

• Provide statewide oversight of leave administration processes.
• Establish consistent processes for FMLA, ADA-related leave coordination, military leave, extended leave, and other applicable leave programs.
• Ensure leave processes are administered consistently and in accordance with applicable laws, regulations, state policies, and agency procedures.
• Oversee the intake, tracking, documentation, and processing of FMLA requests.
• Partner with Employee Relations and other HR functions on complex leave matters.
• Monitor leave trends and identify opportunities to improve processes and employee support.
• Develop manager and employee resources to improve understanding of leave processes and requirements.
• Ensure appropriate documentation, tracking, and communication throughout the leave lifecycle.

• Provide operational oversight and coordination of employee benefits processes.
• Establish consistent processes for benefits-related employee transactions and inquiries.
• Partner with state benefits administrators, vendors, Payroll, HRIS, and internal HR teams to resolve complex benefits issues.
• Monitor benefits-related transactions and identify recurring issues or process gaps.
• Develop standardized guidance and resources for employees and People Leaders.
• Ensure benefits processes are aligned with HRIS and employee lifecycle events.

• Serve as the primary HR operational liaison between HR, Payroll, Finance, and other stakeholders.
• Ensure HR transactions that impact payroll are processed accurately and timely.
• Establish standardized processes for HR actions that affect payroll, including new hires, promotions, transfers, compensation changes, leave, separations, and other employee lifecycle events.
• Partner with Payroll to identify and resolve payroll-impacting HRIS and employee data issues.
• Monitor recurring payroll issues and identify opportunities to address root causes.
• Establish clear escalation processes for HR and payroll-related issues.
• Partner with HRIS, Finance, and Payroll to ensure system changes and organizational changes are properly coordinated.
• Develop reporting and controls to identify potential payroll errors resulting from HR transactions.
• Improve communication and accountability between HR and Payroll regarding employee-impacting transactions.

• Establish standards for high-volume HR transactions and employee lifecycle activities.
• Identify opportunities to centralize or streamline transactional HR work through a shared services model.
• Develop service-level expectations and turnaround standards for HR operational processes.
• Monitor transaction volumes, turnaround times, errors, and service trends.
• Partner with HR Business Partners to ensure transactional activities are appropriately routed and resolved.
• Develop escalation processes for complex or high-risk transactions.

• Lead continuous improvement initiatives across HR Operations.
• Evaluate current-state processes and design future-state workflows that are scalable and efficient.
• Use data, employee feedback, and operational metrics to identify opportunities for improvement.
• Lead change management efforts associated with new HR processes and systems.
• Identify opportunities to automate manual processes and reduce unnecessary administrative work.
• Establish process governance and ensure changes are documented and communicated.
• Support the continued development of DBHDD's HR shared services model.

• Ensure HR operational processes comply with applicable federal and state laws, regulations, policies, and agency requirements.
• Conduct periodic process audits and risk assessments.
• Identify potential compliance risks and develop corrective action plans.
• Partner with Employee Relations, Legal, Compliance, Payroll, and HR leadership on high-risk operational matters.
• Maintain appropriate documentation and controls for HR processes involving confidential employee information.
• Ensure appropriate handling and protection of sensitive employee and medical information.

• Develop and maintain HR Operations dashboards and performance metrics.
• Track key operational measures, including:
  • HR transaction volume and processing times
  • HRIS data quality
  • Payroll-impacting transactions and errors
  • New hire and orientation completion
  • New employee survey results
  • Employee engagement and pulse survey trends
  • Exit survey themes
  • FMLA and leave activity
  • Employee file compliance
  • Benefits transactions
  • Employee service trends
• Use data to identify operational trends and recommend improvements.
• Provide regular reporting to HR leadership regarding HR Operations performance, employee insights, opportunities, and risks.
• Translate HR data into actionable recommendations for leadership.

• Lead, coach, and develop HR Operations staff as assigned.
• Establish clear performance expectations and accountability.
• Create a culture focused on service, consistency, continuous improvement, and problem-solving.
• Develop team capabilities in HRIS, leave, benefits, payroll coordination, records management, onboarding, employee insights, and HR operations.
• Partner with other HR leaders to ensure seamless service delivery across the People Experience Team.

• Establish one consistent HR operational model across DBHDD.
• Improve HRIS data accuracy and organizational alignment.
• Create a consistent statewide new employee onboarding and orientation experience.
• Improve the quality and use of employee insights and survey data.
• Strengthen FMLA, leave, benefits, payroll coordination, and employee records processes.
• Reduce process variation across locations.
• Reduce HR transaction errors and payroll-impacting issues.
• Improve the employee and People Leader experience.
• Establish clear ownership and accountability for HR transactions.
• Reduce manual and duplicative HR work.
• Improve compliance and documentation.
• Use employee and operational data to drive HR decisions.
• Build scalable HR processes that support DBHDD's continued growth and transformation.

For benefits information, please visit: https://careers.dbhdd.ga.gov/why-dbhdd/  

Employment Requirements
To ensure the safety and wellbeing of our employees, individuals and communities we serve, certain positions within DBHDD may require evaluations, vaccinations, professional licensure and certifications. Licenses must be current and enable providers to practice within the State of Georgia.

The following are a listing of evaluations and vaccinations that may be required for employees, including those not involved with direct care:

• Drug Screening
• TB Evaluation
• Annual Influenza*

*Limited exemptions may be made for documented medical contraindications or religious beliefs that object to vaccinations.

Due to the volume of applications received, we are unable to provide information on application status by phone or e-mail. All qualified applicants will be considered but may not necessarily receive an interview. Selected applicants will be contacted by the hiring agency for next steps in the selection process.

This position is subject to close at any time once a satisfactory applicant pool has been identified.

FOR THIS TYPE OF EMPLOYMENT, STATE LAW REQUIRES A NATIONAL AND STATE BACKGROUND CHECK AS A CONDITION OF EMPLOYMENT.  

Minimum Qualifications:

High school diploma/GED and four (4) years of managerial or supervisory experience in human resources; or two (2) years of experience required at the lower level Mgr, Human Resources (HRM010) or position equivalent.--Note: An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year.

Equal Employment Opportunity Employer

The State of Georgia does not discriminate based on race, color, national origin, sex, religion, age, disability, or other protected categories in employment or the provision of services.
Qualified applicants may request reasonable accommodation when needed during the application and/or screening process by contacting the appropriate agency Human Resources department.