HRIS Manager

City of Boulder, CO | Full-time

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About the HRIS Manager Position

The HRIS Manager leads the administration of the City’s HRIS and other related HR technology applications to ensure service delivery in alignment with strategies and department resources. Reporting to the Human Resources Director, the Manager leads a team of two HRIS Senior Analysts. The HRIS Manager sets clear performance expectations and goals, engages team members, actively seeks input, and involves team members in decision making, and, above all, fosters a climate of trust. Focusing on service excellence, the HRIS Manager knows how to leverage the Team’s knowledge to reduce redundancies, ensure consistency and responsiveness, and exceed the expectations of internal and external stakeholders.

The HRIS Manager plays a key role in the planning and execution of system design, implementations, configurations, security administration, integration support efforts, and business process optimization for the City’s HRIS. The HRIS Team will serve as a functional and technical point of contact in support of HR Functional Leads and subject matter experts to consult, design, and implement holistic end-to-end solutions that enable improved business processes and capabilities. The HRIS Manager drives the resolution of complex business technology challenges through researching and resolving system-related problems, unexpected results or process flaws, and recommending solutions or alternate methods to meet requirements. The HRIS Team writes, maintains, and supports a variety of reports, queries, and dashboards using appropriate reporting tools. The HRIS Team assists in the review, testing, and implementation of Workday upgrades or patches and collaborates with functional and technical staff to coordinate the application of an upgrade or fix. The HRIS Team provides overall project management for a given HR initiative using project management skills.

As a member of the HR Leadership Team, the HRIS Manager has a hand in developing and implementing HR strategies. The HRIS Manager is a proactive leader who routinely brings forward fresh ideas that blend HR technology best practices and the City’s organizational development culture. The HRIS Manager is thoughtful in determining why, how, and when to drive change and uses meaningful metrics and data analytics to communicate evidence-based insights to gain buy-in and influence change. As a true change agent, the HRIS Manager facilitates change through effective relationships, input, and the delivery of comprehensive and timely communications to guide stakeholders through change activities. The HRIS Manager works with the HR Leadership Team to prepare the Department’s annual business plan, budget, and department goals and priorities.

Priorities

  • As a member of the City’s Workday team, oversee functional HRIS implementation activities to ensure effective workflows and processes that contribute to an improved employee experience. Implementation will begin in April 2021 and last 12-18 months.
  • In partnership with the Total Rewards Senior Manager, lead system implementation for the City’s new compensation structure scheduled for July 2021 implementation in the City’s Munis system.

The Human Resources Department

Human Resources seeks to maximize the City’s significant investment in people by aligning our workforce to meet desired service outcomes and fostering a culture that embodies the City’s values. This is done by providing HR services focused on improving the employee experience to attract, retain, and reward high performing employees at all levels of the City organization.

The HR Team provides strategic partnership and transactional support to the City’s departments. Our continuous improvement approach is achieved through these six multi-year strategies: 

  • Transform the HR Department from Transactional to Strategic Partner: The Department is modernizing the operating model, policies, processes, and technologies utilized to shift HR’s role from processing transactions to a strategic partner and mature the organization to meet city requirements and address identified opportunities for improvement. To enable HR transformation, the City is implementing Workday to modernize HR operations and improve the employee experience. 
  • Reform the Position Management and Workforce Planning Approach: Through standardization of job and position classification, the City is providing employees with clear opportunities to move between city positions allowing for higher retention of talent within the City and a more developed workforce. Maximizing mobility is vital to planning for the City’s future and building leadership candidates within the current city workforce.
  • Create a Total Rewards Philosophy: Realigning the City to a Total Rewards philosophy instead of the current compensation and benefits packages is vital to attracting and retaining the next generation of talent in Boulder. The Department is developing cohesive, high impact total rewards to support employee wellness, ensure pay equity, and balance affordability with the City’s desire to lead the local government market in total cash compensation. Utilizing this strategy demonstrates the value of working at the City to prospective and current employees and positions the City for long-term success.
  • Reimagine the Employment Brand and Talent Acquisition Experience: Reimagining the employment brand allows the City to better access talent and curate an exceptional employee experience. Additionally, a strong brand increases the reach of city employment marketing and provides a common employment expectation for all employees across the City.
  • Redesign Performance Management and Career Development: Redesigning the performance management process to encourage regular feedback, greater employee participation, and fully reflect employee contribution allows the City to better acknowledge key talent, retain the highest performers, and promote professional development in the workplace.
  • Strengthen and Unify the Organizational Culture Across the City: The Department supports the City’s strategic direction and organizational values to promote workforce alignment that encourages employee engagement and buy-in, reinforces the employment brand, and increases retention of talent across the City.

Inside the City of Boulder

The City of Boulder believes in a future with equitable access to health, safety, prosperity, and fulfillment. The community adapts and thrives in response to emerging and sometimes urgent social, economic, and environmental challenges. Through a collaborative effort, our City staff works tirelessly to address the pressing needs of our community, including, but not limited to, housing, transportation, open space maintenance, unfunded capital needs, dedicated taxes, and other budgetary constraints related to COVID-19.

Boulder continuously works to provide service excellence for an inspired future. The Sustainability + Resilience Framework guides budget and planning processes by providing consistent goals necessary to achieve the City’s vision of a great community and the actions required to achieve them. Boulder cultivates a creative spirit in order to adapt and thrive in the changing climate.

With a focus on continuous improvement and transformation, Boulder continues to drive strategies in five core areas:

  • Our Community as Resource: Seeking new solutions to the most pressing community challenges through new mechanisms for direct engagement with highly talented community members.
  • High-Performance Government: Using process-driven continuous improvement to measure and manage performance and better serve the community, as well as building and managing tools that improve transparency and accountability.
  • Data-Driven Decision Making: Understanding, collaborating with, and leveraging assets for effective program outcomes and equitable policy decisions.
  • Operational Efficiency: Mirroring innovative policies with shared, efficient, and transparent internal operations practices.
  • A Culture of Innovation: Seeking value-added changes, creative thinking, and collaboration, and engaging highly talented staff in problem-solving for the benefit of the entire community.

Workplace Culture

The City of Boulder believes that a diverse workforce adds quality and perspective to the services provided to the public. Therefore, the organization intentionally strives to develop and maintain a diverse workforce that values, is sensitive to, and celebrates the differences among employees.

An important component of the City’s culture and environment is Boulder’s Leadership Philosophy – We believe each of us is a leader. We are motivated by the opportunities to make a positive difference for our community. Our greatest results are achieved when we:

  • Create a respectful, trusting, and supportive environment.
  • Rely on, invest in, and celebrate each other’s perspectives, skills, talents, and accomplishments.
  • Consult and collaborate with each other to make timely and quality decisions.
  • Share responsibility for and learn from the process and outcomes of a creative culture.

Structure of Local Government

The City of Boulder has a council-manager form of government where the elected City Council sets policies, and the Council-appointed City Manager administers them. The City Council consists of nine members, including a mayor and mayor pro tem selected by the Council members. Council members are elected at large and may serve up to three terms.

The 2021 total Proposed Budget is $341.1 Million, representing a 7.7% decrease over the adopted 2020 budget of $369.7 Million. The City of Boulder is served by approximately 1400 standard employees, and robust City services are provided through numerous departments and divisions.

Qualifications

Minimum Qualities and Experience

  • Five years of progressively responsible experience in HRIS with at least two years of related management experience.
  • A bachelor’s degree in Computer Science, Information Systems Management, or a related technical field.
  • Direct experience designing, configuring, and administering Workday.
  • Strong developer skills with an excellent understanding of SQL.
  • Expert-level Microsoft Excel skills with the ability to analyze, synthesize, and draw conclusions from data is required.
  • Knowledge of Human Resources practices, procedures, and employment laws and regulations.
  • Prior experience with change management and organizational transformation.
  • Leverages best practices with an eye towards efficiency.
  • Utilizes data and analytics to drive decisions.

Preferred Qualities and Experience

  • Experience working in government.

The Successful Candidate

The HRIS Manager has a proven ability to make judgment calls and sound, ethical decisions displaying a heightened level of responsibility, confidentiality, integrity, and professionalism. The HRIS Manager models behaviors expected throughout the organization by treating employees with dignity and respect and maintaining an open mind to diverse voices, thereby setting the tone for an equitable and inclusive culture built on trust and collaboration.

The successful candidate brings highly developed communications and presentation skills, can synthesize complex information, and provide timely and consistent follow-up with stakeholders. The HRIS Manager has a history of developing positive relationships and cultivates an environment of respect and creative problem-solving. The HRIS Manager is highly organized, has a strong sense of urgency, can manage rapidly evolving and competing priorities, advance critical initiatives, and get the work done without sacrificing quality.

Compensation and Benefits

The hiring range for the HRIS Manager is $110,000 - $130,000 and will depend on the qualifications of the successful candidate. Actual salaries will vary and may be above or below the range based on various factors including, but not limited to, experience, education, training, location, merit system, quantity or quality of production, responsibilities, and regular and/or necessary travel. The City recognizes the importance of providing an encompassing health benefits package to employees, including medical, dental, vision, and wellness. We offer Flex Schedules and Telework. Additional information can be viewed here.

To Be Considered

Respect is one of Boulder’s five City Values, and we are committed to diversity, equity, and inclusion. The City celebrates and supports differences across all spectrums, including, but not limited to, ethnicity, gender, age, disability, and sexuality. Through the City’s focus on racial equity, employee benefits, and the many program resources offered to employees, Boulder continually strives to weave respect for one another into the fabric of their organization.

Applications will be accepted electronically by The Novak Consulting Group. Applicants complete a brief online form and are prompted to provide a cover letter and resume. Please apply no later than March 7, 2021.

Questions

Please direct questions to Heather Gantz at hgantz@thenovakconsultinggroup.com or 513-221-0500.

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