Objective of Position:

The HRIS & Operations Manager is responsible for providing strategic direction for the HR infrastructure and the HRIS. This will focus on translating data into actionable insights, and workforce analytics like employee engagement, diversity, performance, and turnover.

The HRIS & Operations Manager will be accountable for the implementation and design of HR processes to ensure the effectiveness and efficiency of processes to manage the workflow and integrity of data.

Duties and Responsibilities:

• Sets strategy for HR technology, including the systems, integrations, and data integrity for HCM, Recruiting, Onboarding, Compensation, Benefits, Learning Management, Performance Management, Talent Management and Reporting. This includes the maintenance and improvements of current systems, as well as recommendations for new technology.

• Develop and execute HR strategies that align with the bank's business goals focusing on enhancing the employee experience, operational efficiencies, documentation of operational processes, and compliance.

• Optimizes HRIS to meet workforce growth requirements, creating opportunities for automation and the reduction of manual processes.

• Oversees the implementation, management, and optimization of the HRIS and operational procedures. Develops and streamlines processes covering the end-to-end employee lifecycle (recruitment, onboarding, performance management, compensation, succession planning, etc.).

• Collaborates with HR functional leads to identify enhancements to existing information services and databases while keeping key stakeholders informed.

• Analyzes business processes and technology platforms to recommend and lead changes to gain efficiencies and enhance user systems experience.

• Promotes data-driven decisions. Examines HR data trends and offer suggestions based on experience and analytics to support HR strategic objectives. Designs reports, identifies HR metrics, develops dashboards, and ensures the appropriate data is available to relevant users.

• Partners with HR and Management to understand reporting needs and tailor analytics solutions to meet those needs.

• Efficiently and effectively coordinates, monitors, and audits information in the HRIS to maintain data integrity.

• Provides technical expertise as the HRIS subject matter expert on cross-functional projects. Focuses on process improvement, streamlining both business and system processes.

• Manages projects, project team members, and implementations to ensure tasks and deliverables are on time and in alignment with organizational goals. Ensures change management strategies including strong communication and expectation setting, accountability, and follow through.

• Oversees the day-to-day technical support, troubleshooting, guidance, and training of users. Develops communications, guides, and training materials to introduce new processes or tools and to aid in training.

• Responsible for HR data integrity in and out of the HRIS. Manage permissions, access, and system operations and settings for users. Management of data security and privacy requirements. Ensure system compliance as well as HR process compliance and related audit process.

• Manages system access for end-users by granting system permissions using established security standards.

• Stays abreast of trends and developments in HR Systems providers, vendors, and technology.

• Provides leadership and direction to direct reports.

• All other duties as assigned.

Note: Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

Qualifications:

• Bachelor’s degree in human resources, Business Administration or other related discipline required; PHR designation, preferred.

• 7+ years of experience in HRIS management and operations with a proven track record of success.

• Ability to effectively communicate, interact and influence with all levels of management and employees.

• Ability to identify, understand and define problems, evaluate alternatives, propose system recommendations, set priorities, manage projects, and implement high quality solutions.

• Ability to effectively present information and respond to questions from employees, managers, and vendors.

• Highly developed proficiency in change management, organizational and planning capabilities.

• Ability to manage essential project relationships and resolving project issues.

• Strong interpersonal and communication skills with the ability to work effectivity with wide range of constituencies to communicate technical information and non-technical personnel.

• Ability to use sound judgment and make decisions in a consistent manner.

• Knowledge of legislation pertaining to employment and other related human resources functions.

• Ability to maintain a high level of confidentiality.

PHYSICAL DEMANDS/WORK ENVIRONMENT:

Usual office environment with frequent sitting, walking, and standing, and occasional climbing, stooping, kneeling, crouching, crawling, and balancing. Frequent use of eye, hand, and finger coordination enabling the use of office equipment. Oral and auditory capacity enabling interpersonal communication as well as communication through automated devices.

Byline Bank offers competitive industry rate salary bands with the goal of retaining and growing talented individuals. We regularly review and adjust our compensation structure as needed to ensure equity across teams and levels.

The salary range for this position is $84,000 to $150,000. Pay is based on several factors including but not limited to education, work experience, certifications, etc. In addition to your salary, Byline Bank offers benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). No matter where or when you begin a career with Byline Bank, you’ll find a far-reaching choice of benefits and incentives.

Byline Bank is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Byline Bank are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, protected veteran status, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. Byline Bank will not tolerate discrimination or harassment based on any of these characteristics.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Byline Bank is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Byline Bank are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, protected veteran status, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. Byline Bank will not tolerate discrimination or harassment based on any of these characteristics.