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HR Manager, Human Resources Operations & Employee Experience

Alfreduniversity · Alfred, NY, 14802 · Active · JazzHR / ApplyToJob

Job facts

FieldValue
CompanyAlfreduniversity
TitleHR Manager, Human Resources Operations & Employee Experience
Normalized title-
Department / team-
LocationAlfred, NY, United States
Work model-
Employment typeFull Time
SalaryUSD
Statusactive
ATS providerJazzHR / ApplyToJob
Posted / first seen2026-05-14 / 2026-05-30
Changed / last seen2026-06-09 / 2026-06-18

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Linked records

CompanyAlfreduniversity
Sourcebb8f35ee-28c4-4823-a922-e91763b90118
ATS providerJazzHR / ApplyToJob

Description

The Manager of HR Operations and Employee Experience provides day-to-day leadership for HR operations and employee lifecycle processes, including recruitment workflow, onboarding, offboarding, HRIS operations, performance management coordination, search committee support, supervisor guidance, and Employee Experience Initiatives. Reporting to the Associate Director of Human Resources, this position supervises the HR Specialist, Employee Experience, and serves as a primary operational resource for supervisors and employees regarding HR processes, documentation, and employment practices. The Manager helps ensure HR services are timely, consistent, accurate, and aligned with University policy, employment law, and institutional priorities. This position partners closely with the Associate Director of Human Resources and the Benefits & Training Specialist to support coordination across benefits, leave, accommodations, workers’ compensation, payroll, compliance training, compensation-related processes, and employee lifecycle activities. While the Manager supports communication, documentation, HRIS updates, and operational handoffs related to these areas, primary responsibility for benefits administration, compensation analysis, protected leave administration, ADA accommodation review, and workers’ compensation coordination remains with the Associate Director of Human Resources or another designated HR leader. The Manager of HR Operations and Employee Experience supports a culture of accountability, service, consistency, and continuous improvement by strengthening HR workflows, developing clear procedures, coaching supervisors on routine HR practices, and helping create a positive and organized employee experience from recruitment through separation. The Manager is expected to maintain awareness of cross-functional HR processes, support accurate communication and documentation, and escalate questions or concerns appropriately. Salary:  $70,000-$75,000 Annually Essential Functions: Leadership and Supervision Supervise, coach, train, and direct the work of the HR Specialist, Employee Experience. Provide day-to-day leadership for HR operations, ensuring work is completed accurately, consistently, and timely. Support the onboarding and training of new HR staff members by developing clear workflows, checklists, and process guidance. Provide guidance to supervisors and staff regarding routine employment practices, HR procedures, performance documentation, recruitment processes, onboarding, and offboarding. Foster a service-oriented, accountable, and collaborative HR team culture. Participate in HR leadership discussions and provide updates on HR operations, employee experience, recruitment activity, and process improvement needs. Escalate complex employee relations, legal compliance, protected leave, ADA, workers’ compensation, compensation, or disciplinary matters to the Associate Director of Human Resources. Recruitment and Onboarding Oversee job requisition intake, approval routing, posting, recruitment workflow, and hiring process coordination. Partner with hiring managers and search committees to support consistent, equitable, and timely recruitment practices. Support hiring managers with recruitment planning, interview process expectations, candidate communication, and documentation standards. Monitor recruitment metrics, including time-to-fill, workflow status, candidate experience feedback, and search process compliance. Coordinate offer letter workflow and ensure required hiring documentation is completed before employment begins. Oversee onboarding and offboarding processes, including new hire orientation coordination, employee lifecycle communications, and handoffs to Benefits, Payroll, IT, and other campus partners. Partner with the Benefits & Training Specialist to ensure benefit enrollment information and required compliance training are incorporated into onboarding. Identify opportunities to improve the employee experience during recruitment, onboarding, transition, and separation processes. HR Information Systems (HRIS) Administration and Data Integreity Serve as the operational lead for HRIS workflows, employee data accuracy, and routine HR reporting. Coordinate personnel changes, onboarding, separations, position updates, and employee record changes to support accurate HR, Payroll, and Benefits data. Support process consistency for personnel transactions, including PAFs, requisition requests, EPAFs, position updates, and related HR documentation. Develop and maintain HRIS process standards, audit practices, workflow guides, and staff training materials. Partner with the Associate Director of Human Resources on HRIS governance, access controls, workflow design, audit compliance, and system improvement priorities. Support system upgrades, testing, workflow reviews, and process improvements. Generate routine and ad hoc reports to support recruitment, onboarding, performance management, compliance audits, and workforce planning. Train HR staff and appropriate campus partners on HRIS processes, data standards, and workflow expectations. Employee Experience and Engagement Lead day-to-day employee experience initiatives in partnership with the HR Specialist, Employee Experience. Support employee recognition, feedback, retention, engagement, and communication efforts across the employee lifecycle. Collaborate with campus partners to strengthen employee experience programs, including onboarding, recognition, employee feedback, and service improvements. Identify trends in employee questions, onboarding feedback, supervisor needs, and HR service issues, and recommend process improvements. Provide first-level guidance on routine employee relations questions, policy interpretation, and documentation practices. Support early resolution of routine workplace questions or concerns in collaboration with the Associate Director of Human Resources. Escalate complex employee relations concerns, complaints, protected activity, discrimination or harassment concerns, or disciplinary matters to the Associate Director of Human Resources. Compliance and Cross-Functional Coordination Partner with the Associate Director of Human Resources and the Benefits & Training Specialist to ensure HR operations are coordinated with benefits, leave, accommodation, workers’ compensation, payroll, and compliance processes. Support operational handoffs related to benefits, protected leave, ADA accommodations, workers’ compensation, and compensation processes, including HRIS updates, employee status changes, onboarding/offboarding coordination, and supervisor communication as directed. Maintain awareness of employee status changes that may affect onboarding, offboarding, payroll, benefits, performance management, or supervisor communication. Assist with documentation, tracking, and communication related to these processes as assigned. Support compliance with employment laws and University policies by ensuring HR operational documentation is complete, accurate, and consistently maintained. Escalate questions involving benefits administration, compensation analysis, protected leave administration, ADA accommodation review, or workers’ compensation coordination to the Associate Director of Human Resources or another designated HR leader. Identify recurring compliance or workflow gaps and recommend process improvements to the Associate Director of Human Resources. Search Committee and Complaince Training Coordinate search committee training and support, including process guidance, implicit bias training logistics, interview support, and documentation expectations. Track completion of required search committee training and related recruitment compliance steps. Provide guidance to search chairs and hiring managers regarding interview practices, candidate documentation, selection process expectations, and hiring workflow. Partner with the Benefits & Training Specialist on annual compliance training assignment, completion tracking, and integration into onboarding workflows. Assist with the implementation of required annual compliance training by supporting communication, tracking, reporting, and follow-up. Assist the Associate Director of Human Resources with data collection and documentation needed for the annual Affirmative Action Plan and related compliance reviews. Performance Management and Supervisor Support Coordinate the annual performance management and position summary statement processes. Track completion, follow up with supervisors, and ensure required documentation is maintained. Provide guidance to supervisors on position summaries, developmental goals, performance documentation, and routine corrective feedback. Support supervisors in understanding HR processes, documentation expectations, and appropriate escalation pathways. Partner with the Associate Director of Human Resources on supervisor training, performance documentation standards, and escalation of complex concerns. Develop and maintain HR metrics related to recruitment, onboarding, performance management, employee engagement, and HR operations. Identify patterns in performance management questions, documentation gaps, or supervisor support needs and recommend training or process improvements. HR Operations and Process Improvement Ensure accuracy, confidentiality, and organization of HR records, job descriptions, personnel files, and employee lifecycle documentation. Develop, update, and maintain HR workflows, standard operating procedures, templates, checklists, and tracking tools. Support process consistency across recruitment, onboarding, offboarding, personnel transactions, performance management, HRIS workflows, and employee communications. Review recurring HR questions, workflow delays, documentation gaps, and service issues to identify opportunities for process improvement. Coordinate with Payroll, Benefits, IT, and other campus partners to improve HR service delivery, reduce process gaps, and clarify handoffs. Support HR department planning by identifying workload trends, recurring service needs, and opportunities for improved communication, training, or workflow design. Promote consistent use of HR systems, shared files, calendars, tracking tools, and documentation practices. Recommend practical improvements that strengthen HR efficiency, accountability, compliance readiness, and service to employees and supervisors. Qualifications-Education & Experience, Knowledge, Skills & Abilities: Minimum of a Bachelor’s degree required from an accredited college or university in human resources, business administration, psychology or closely related field. SHRM-CP, PHR, or similar HR certification preferred. Minimum of (3) three to (5) five years of progressive human resources experience, including at least (1) one year of supervisory, team lead, project lead, or process leadership experience required. Experience in higher education, nonprofit, public sector, or another complex employment environment preferred. Experience managing or administering HRIS platforms (e.g., Banner, Workday, UKG Demonstrated ability to train, coach, and develop staff, fostering accountability and professional growth. Proven experience guiding supervisors and managers in the consistent application of HR policies and performance management practices. Strong background in coordinating cross-functional HR operations, ensuring collaboration between benefits, payroll, and compliance areas. Strong understanding of HR operations and employee lifecycle processes, including recruitment, onboarding, offboarding, employee records, performance management, and HRIS workflows. Experience contributing to a culture of engagement and service, modeling professionalism, empathy, and clear communication. Ability to recognize when an issue requires escalation to the Associate Director or CHRO. Physical Demands & Work Environment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Personal Protective Equipment must be worn when required.  A respiratory function test and the ability to use respirators may be required.  Stairs and uneven surfaces may be present; artificial lifts, etc. may or may not be available.  The position may require the incumbent to walk outdoors in all types of weather to other buildings or offices located on the campus.  The Campus is located in an area that contains numerous hills and slopes and may not always be fully accessible for mobility impaired individuals. About Alfred University Lighting the way for students since 1836. “We've always been a place for makers, especially those who make the future. Our commitment to independent thinking, creativity, academic rigor and community have made us a unique kind of leader since 1836.” Alfred University (AU) was founded on principles of social justice in 1836 by liberal, independent thinkers who placed high value on education for all citizens. The University has retained and built upon the strong values of its founders, developing as an institution of national and international renown that is responsive to the needs of contemporary society while remaining consistent with the spirit of its origins. Alfred University is the second oldest coeducational college in the United States as well as one of the earliest nineteenth century colleges to have enrolled African American and Native American students. It has a long-standing history of educating socially conscious students who make a difference in their professions and their communities. Over the course of the twentieth century, Alfred University evolved into a complex institution offering a full range of programs in the liberal arts and sciences, art and design, engineering, business, education, counseling, and school psychology to its nearly 2,000 undergraduate and graduate students that live, learn, and play on a 232-acre campus located in an idyllic, creative valley in Western New York. To learn more, visit alfred.edu.   Alfred University actively subscribes to a policy of equal employment opportunity, and will not discriminate against any employee, student or applicant because of race, age, sex, color, sexual orientation, gender identification or expression, physical or mental disability, religion, ancestry or national origin, marital status, genetic information, military or veteran status, domestic violence victim status, criminal conviction status, political affiliation or any other characteristic protected by applicable law.

Full job record

Job ID23a26119e88fca6cfc71519465d7be82dc1db872
Org IDc417454f-6ed3-4f0b-a3e2-d4e14be0d758
Source IDbb8f35ee-28c4-4823-a922-e91763b90118
Board IDbb8f35ee-28c4-4823-a922-e91763b90118
Providerjazzhr
Provider Job KeyODiHCOVoJg
TitleHR Manager, Human Resources Operations & Employee Experience
Normalized Title—
Statusactive
Activeyes
Location TextAlfred, NY, 14802
Department—
Team—
Employment Typefull_time
Workplace Type—
Remote Policy—
CountryUnited States
RegionNY
CityAlfred
Salary RawUSD
Salary Min—
Salary Max—
Salary Currency—
Salary Period—
Source URLhttps://alfreduniversity.applytojob.com/apply/ODiHCOVoJg/HR-Manager-Human-Resources-Operations-Employee-Experience
Apply URLhttps://alfreduniversity.applytojob.com/apply/ODiHCOVoJg/HR-Manager-Human-Resources-Operations-Employee-Experience
First Seen At2026-05-30 06:03:52Z
Last Seen At2026-06-18 12:06:35Z
Last Checked At2026-06-18 12:06:35Z
Last Changed At2026-06-09 12:04:13Z
Inactive At—
Source Posted At2026-05-14 00:00:00Z
Source Updated At—
Raw Payload Uris3://job-postings-prod-raw-590183727216/raw/provider=jazzhr/board=alfreduniversity/date=2026-06-18/2026-06-18T12-06-31-101Z-b3320ae2f043deca56fa2dddde6b007b0521643aff6741a70a68e78d7c21087e.json
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    "description_html": "<span style=\"font-size:14px;\">The Manager of HR Operations and Employee Experience provides day-to-day leadership for HR operations and employee lifecycle processes, including recruitment workflow, onboarding, offboarding, HRIS operations, performance management coordination, search committee support, supervisor guidance, and Employee Experience Initiatives.<br><br><span style=\"line-height:normal;\"><span style=\"background:#FFFFFF;\"><span style=\"color:#000000;\">Reporting to the Associate Director of Human Resources, this position supervises the HR Specialist, Employee Experience, and serves as a primary operational resource for supervisors and employees regarding HR processes, documentation, and employment practices. The Manager helps ensure HR services are timely, consistent, accurate, and aligned with University policy, employment law, and institutional priorities.</span></span></span><br><br><span style=\"line-height:normal;\"><span style=\"background:#FFFFFF;\"><span style=\"color:#000000;\">This position partners closely with the Associate Director of Human Resources and the Benefits & Training Specialist to support coordination across benefits, leave, accommodations, workers’ compensation, payroll, compliance training, compensation-related processes, and employee lifecycle activities. While the Manager supports communication, documentation, HRIS updates, and operational handoffs related to these areas, primary responsibility for benefits administration, compensation analysis, protected leave administration, ADA accommodation review, and workers’ compensation coordination remains with the Associate Director of Human Resources or another designated HR leader.</span></span></span><br><br><span style=\"line-height:normal;\"><span style=\"background:#FFFFFF;\"><span style=\"color:#000000;\">The Manager of HR Operations and Employee Experience supports a culture of accountability, service, consistency, and continuous improvement by strengthening HR workflows, developing clear procedures, coaching supervisors on routine HR practices, and helping create a positive and organized employee experience from recruitment through separation. The Manager is expected to maintain awareness of cross-functional HR processes, support accurate communication and documentation, and escalate questions or concerns appropriately.</span></span></span><br><br><strong><u>Salary:</u></strong> $70,000-$75,000 Annually<br><br><strong><u>Essential Functions:</u><br>Leadership and Supervision</strong></span><ul><li><span style=\"font-size:14px;\">Supervise, coach, train, and direct the work of the HR Specialist, Employee Experience.</span></li><li><span style=\"font-size:14px;\">Provide day-to-day leadership for HR operations, ensuring work is completed accurately, consistently, and timely.</span></li><li><span style=\"font-size:14px;\">Support the onboarding and training of new HR staff members by developing clear workflows, checklists, and process guidance.</span></li><li><span style=\"font-size:14px;\">Provide guidance to supervisors and staff regarding routine employment practices, HR procedures, performance documentation, recruitment processes, onboarding, and offboarding.</span></li><li><span style=\"font-size:14px;\">Foster a service-oriented, accountable, and collaborative HR team culture.</span></li><li><span style=\"font-size:14px;\">Participate in HR leadership discussions and provide updates on HR operations, employee experience, recruitment activity, and process improvement needs.<br>Escalate complex employee relations, legal compliance, protected leave, ADA, workers’ compensation, compensation, or disciplinary matters to the Associate Director of Human Resources.</span></li></ul><span style=\"font-size:14px;\"><strong>Recruitment and Onboarding</strong></span><ul><li><span style=\"font-size:14px;\">Oversee job requisition intake, approval routing, posting, recruitment workflow, and hiring process coordination.</span></li><li><span style=\"font-size:14px;\">Partner with hiring managers and search committees to support consistent, equitable, and timely recruitment practices.</span></li><li><span style=\"font-size:14px;\">Support hiring managers with recruitment planning, interview process expectations, candidate communication, and documentation standards.</span></li><li><span style=\"font-size:14px;\">Monitor recruitment metrics, including time-to-fill, workflow status, candidate experience feedback, and search process compliance.</span></li><li><span style=\"font-size:14px;\">Coordinate offer letter workflow and ensure required hiring documentation is completed before employment begins.</span></li><li><span style=\"font-size:14px;\">Oversee onboarding and offboarding processes, including new hire orientation coordination, employee lifecycle communications, and handoffs to Benefits, Payroll, IT, and other campus partners.</span></li><li><span style=\"font-size:14px;\">Partner with the Benefits & Training Specialist to ensure benefit enrollment information and required compliance training are incorporated into onboarding.</span></li><li><span style=\"font-size:14px;\">Identify opportunities to improve the employee experience during recruitment, onboarding, transition, and separation processes.</span></li></ul><span style=\"font-size:14px;\"><strong>HR Information Systems (HRIS) Administration and Data Integreity</strong></span><ul><li><span style=\"font-size:14px;\">Serve as the operational lead for HRIS workflows, employee data accuracy, and routine HR reporting.</span></li><li><span style=\"font-size:14px;\">Coordinate personnel changes, onboarding, separations, position updates, and employee record changes to support accurate HR, Payroll, and Benefits data.</span></li><li><span style=\"font-size:14px;\">Support process consistency for personnel transactions, including PAFs, requisition requests, EPAFs, position updates, and related HR documentation.</span></li><li><span style=\"font-size:14px;\">Develop and maintain HRIS process standards, audit practices, workflow guides, and staff training materials.</span></li><li><span style=\"font-size:14px;\">Partner with the Associate Director of Human Resources on HRIS governance, access controls, workflow design, audit compliance, and system improvement priorities.</span></li><li><span style=\"font-size:14px;\">Support system upgrades, testing, workflow reviews, and process improvements.</span></li><li><span style=\"font-size:14px;\">Generate routine and ad hoc reports to support recruitment, onboarding, performance management, compliance audits, and workforce planning.</span></li><li><span style=\"font-size:14px;\">Train HR staff and appropriate campus partners on HRIS processes, data standards, and workflow expectations.</span></li></ul><span style=\"font-size:14px;\"><strong>Employee Experience and Engagement</strong></span><ul><li><span style=\"font-size:14px;\">Lead day-to-day employee experience initiatives in partnership with the HR Specialist, Employee Experience.</span></li><li><span style=\"font-size:14px;\">Support employee recognition, feedback, retention, engagement, and communication efforts across the employee lifecycle.</span></li><li><span style=\"font-size:14px;\">Collaborate with campus partners to strengthen employee experience programs, including onboarding, recognition, employee feedback, and service improvements.</span></li><li><span style=\"font-size:14px;\">Identify trends in employee questions, onboarding feedback, supervisor needs, and HR service issues, and recommend process improvements.</span></li><li><span style=\"font-size:14px;\">Provide first-level guidance on routine employee relations questions, policy interpretation, and documentation practices.</span></li><li><span style=\"font-size:14px;\">Support early resolution of routine workplace questions or concerns in collaboration with the Associate Director of Human Resources.</span></li><li><span style=\"font-size:14px;\">Escalate complex employee relations concerns, complaints, protected activity, discrimination or harassment concerns, or disciplinary matters to the Associate Director of Human Resources.</span></li></ul><span style=\"font-size:14px;\"><strong>Compliance and Cross-Functional Coordination</strong></span><ul><li><span style=\"font-size:14px;\">Partner with the Associate Director of Human Resources and the Benefits & Training Specialist to ensure HR operations are coordinated with benefits, leave, accommodation, workers’ compensation, payroll, and compliance processes.</span></li><li><span style=\"font-size:14px;\">Support operational handoffs related to benefits, protected leave, ADA accommodations, workers’ compensation, and compensation processes, including HRIS updates, employee status changes, onboarding/offboarding coordination, and supervisor communication as directed.</span></li><li><span style=\"font-size:14px;\">Maintain awareness of employee status changes that may affect onboarding, offboarding, payroll, benefits, performance management, or supervisor communication.</span></li><li><span style=\"font-size:14px;\">Assist with documentation, tracking, and communication related to these processes as assigned.</span></li><li><span style=\"font-size:14px;\">Support compliance with employment laws and University policies by ensuring HR operational documentation is complete, accurate, and consistently maintained.</span></li><li><span style=\"font-size:14px;\">Escalate questions involving benefits administration, compensation analysis, protected leave administration, ADA accommodation review, or workers’ compensation coordination to the Associate Director of Human Resources or another designated HR leader.</span></li><li><span style=\"font-size:14px;\">Identify recurring compliance or workflow gaps and recommend process improvements to the Associate Director of Human Resources.</span></li></ul><span style=\"font-size:14px;\"><strong>Search Committee and Complaince Training</strong></span><ul><li><span style=\"font-size:14px;\">Coordinate search committee training and support, including process guidance, implicit bias training logistics, interview support, and documentation expectations.</span></li><li><span style=\"font-size:14px;\">Track completion of required search committee training and related recruitment compliance steps.</span></li><li><span style=\"font-size:14px;\">Provide guidance to search chairs and hiring managers regarding interview practices, candidate documentation, selection process expectations, and hiring workflow.</span></li><li><span style=\"font-size:14px;\">Partner with the Benefits & Training Specialist on annual compliance training assignment, completion tracking, and integration into onboarding workflows.</span></li><li><span style=\"font-size:14px;\">Assist with the implementation of required annual compliance training by supporting communication, tracking, reporting, and follow-up.</span></li><li><span style=\"font-size:14px;\">Assist the Associate Director of Human Resources with data collection and documentation needed for the annual Affirmative Action Plan and related compliance reviews.</span></li></ul><span style=\"font-size:14px;\"><strong>Performance Management and Supervisor Support</strong></span><ul><li><span style=\"font-size:14px;\">Coordinate the annual performance management and position summary statement processes.</span></li><li><span style=\"font-size:14px;\">Track completion, follow up with supervisors, and ensure required documentation is maintained.</span></li><li><span style=\"font-size:14px;\">Provide guidance to supervisors on position summaries, developmental goals, performance documentation, and routine corrective feedback.</span></li><li><span style=\"font-size:14px;\">Support supervisors in understanding HR processes, documentation expectations, and appropriate escalation pathways.</span></li><li><span style=\"font-size:14px;\">Partner with the Associate Director of Human Resources on supervisor training, performance documentation standards, and escalation of complex concerns.</span></li><li><span style=\"font-size:14px;\">Develop and maintain HR metrics related to recruitment, onboarding, performance management, employee engagement, and HR operations.</span></li><li><span style=\"font-size:14px;\">Identify patterns in performance management questions, documentation gaps, or supervisor support needs and recommend training or process improvements.</span></li></ul><span style=\"font-size:14px;\"><strong>HR Operations and Process Improvement</strong></span><ul><li><span style=\"font-size:14px;\">Ensure accuracy, confidentiality, and organization of HR records, job descriptions, personnel files, and employee lifecycle documentation.</span></li><li><span style=\"font-size:14px;\">Develop, update, and maintain HR workflows, standard operating procedures, templates, checklists, and tracking tools.</span></li><li><span style=\"font-size:14px;\">Support process consistency across recruitment, onboarding, offboarding, personnel transactions, performance management, HRIS workflows, and employee communications.</span></li><li><span style=\"font-size:14px;\">Review recurring HR questions, workflow delays, documentation gaps, and service issues to identify opportunities for process improvement.</span></li><li><span style=\"font-size:14px;\">Coordinate with Payroll, Benefits, IT, and other campus partners to improve HR service delivery, reduce process gaps, and clarify handoffs.</span></li><li><span style=\"font-size:14px;\">Support HR department planning by identifying workload trends, recurring service needs, and opportunities for improved communication, training, or workflow design.</span></li><li><span style=\"font-size:14px;\">Promote consistent use of HR systems, shared files, calendars, tracking tools, and documentation practices.</span></li><li><span style=\"font-size:14px;\">Recommend practical improvements that strengthen HR efficiency, accountability, compliance readiness, and service to employees and supervisors.</span></li></ul><span style=\"font-size:14px;\"><strong><u>Qualifications-Education & Experience, Knowledge, Skills & Abilities:</u></strong></span><ul><li><span style=\"font-size:14px;\">Minimum of a Bachelor’s degree required from an accredited college or university in human resources, business administration, psychology or closely related field.</span></li><li><span style=\"font-size:14px;\">SHRM-CP, PHR, or similar HR certification preferred.</span></li><li><span style=\"font-size:14px;\">Minimum of (3) three to (5) five years of progressive human resources experience, including at least (1) one year of supervisory, team lead, project lead, or process leadership experience required.</span></li><li><span style=\"font-size:14px;\">Experience in higher education, nonprofit, public sector, or another complex employment environment preferred.</span></li><li><span style=\"font-size:14px;\">Experience managing or administering HRIS platforms (e.g., Banner, Workday, UKG< ADP or equivalent) including workflow design, reporting, and data auditing.</span></li><li><span style=\"font-size:14px;\">Demonstrated ability to train, coach, and develop staff, fostering accountability and professional growth.</span></li><li><span style=\"font-size:14px;\">Proven experience guiding supervisors and managers in the consistent application of HR policies and performance management practices.</span></li><li><span style=\"font-size:14px;\">Strong background in coordinating cross-functional HR operations, ensuring collaboration between benefits, payroll, and compliance areas.</span></li><li><span style=\"font-size:14px;\">Strong understanding of HR operations and employee lifecycle processes, including recruitment, onboarding, offboarding, employee records, performance management, and HRIS workflows.</span></li><li><span style=\"font-size:14px;\">Experience contributing to a culture of engagement and service, modeling professionalism, empathy, and clear communication.</span></li><li><span style=\"font-size:14px;\">Ability to recognize when an issue requires escalation to the Associate Director or CHRO.</span></li></ul><span style=\"font-size:14px;\"><strong><u>Physical Demands & Work Environment</u></strong><br>The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.<br><br>Personal Protective Equipment must be worn when required.  A respiratory function test and the ability to use respirators may be required.  Stairs and uneven surfaces may be present; artificial lifts, etc. may or may not be available.  The position may require the incumbent to walk outdoors in all types of weather to other buildings or offices located on the campus.  The Campus is located in an area that contains numerous hills and slopes and may not always be fully accessible for mobility impaired individuals. <br><br><strong><u>About Alfred University</u></strong><br>Lighting the way for students since 1836.<em>“We've always been a place for makers, especially those who make the future. Our commitment to independent thinking, creativity, academic rigor and community have made us a unique kind of leader since 1836.”  </em><br><br>Alfred University (AU) was founded on principles of social justice in 1836 by liberal, independent thinkers who placed high value on education for all citizens. The University has retained and built upon the strong values of its founders, developing as an institution of national and international renown that is responsive to the needs of contemporary society while remaining consistent with the spirit of its origins. Alfred University is the second oldest coeducational college in the United States as well as one of the earliest nineteenth century colleges to have enrolled African American and Native American students. It has a long-standing history of educating socially conscious students who make a difference in their professions and their communities. <br><br>Over the course of the twentieth century, Alfred University evolved into a complex institution offering a full range of programs in the liberal arts and sciences, art and design, engineering, business, education, counseling, and school psychology to its nearly 2,000 undergraduate and graduate students that live, learn, and play on a 232-acre campus located in an idyllic, creative valley in Western New York. To learn more, visit alfred.edu. </span><br> <p>Alfred University actively subscribes to a policy of equal employment opportunity, and will not discriminate against any employee, student or applicant because of race, age, sex, color, sexual orientation, gender identification or expression, physical or mental disability, religion, ancestry or national origin, marital status, genetic information, military or veteran status, domestic violence victim status, criminal conviction status, political affiliation or any other characteristic protected by applicable law.</p>",
    "description_text": "The Manager of HR Operations and Employee Experience provides day-to-day leadership for HR operations and employee lifecycle processes, including recruitment workflow, onboarding, offboarding, HRIS operations, performance management coordination, search committee support, supervisor guidance, and Employee Experience Initiatives.\n Reporting to the Associate Director of Human Resources, this position supervises the HR Specialist, Employee Experience, and serves as a primary operational resource for supervisors and employees regarding HR processes, documentation, and employment practices. The Manager helps ensure HR services are timely, consistent, accurate, and aligned with University policy, employment law, and institutional priorities.\n This position partners closely with the Associate Director of Human Resources and the Benefits & Training Specialist to support coordination across benefits, leave, accommodations, workers’ compensation, payroll, compliance training, compensation-related processes, and employee lifecycle activities. While the Manager supports communication, documentation, HRIS updates, and operational handoffs related to these areas, primary responsibility for benefits administration, compensation analysis, protected leave administration, ADA accommodation review, and workers’ compensation coordination remains with the Associate Director of Human Resources or another designated HR leader.\n The Manager of HR Operations and Employee Experience supports a culture of accountability, service, consistency, and continuous improvement by strengthening HR workflows, developing clear procedures, coaching supervisors on routine HR practices, and helping create a positive and organized employee experience from recruitment through separation. The Manager is expected to maintain awareness of cross-functional HR processes, support accurate communication and documentation, and escalate questions or concerns appropriately.\n Salary:  $70,000-$75,000 Annually\n Essential Functions:\nLeadership and Supervision Supervise, coach, train, and direct the work of the HR Specialist, Employee Experience.\n Provide day-to-day leadership for HR operations, ensuring work is completed accurately, consistently, and timely.\n Support the onboarding and training of new HR staff members by developing clear workflows, checklists, and process guidance.\n Provide guidance to supervisors and staff regarding routine employment practices, HR procedures, performance documentation, recruitment processes, onboarding, and offboarding.\n Foster a service-oriented, accountable, and collaborative HR team culture.\n Participate in HR leadership discussions and provide updates on HR operations, employee experience, recruitment activity, and process improvement needs.\nEscalate complex employee relations, legal compliance, protected leave, ADA, workers’ compensation, compensation, or disciplinary matters to the Associate Director of Human Resources.\n Recruitment and Onboarding Oversee job requisition intake, approval routing, posting, recruitment workflow, and hiring process coordination.\n Partner with hiring managers and search committees to support consistent, equitable, and timely recruitment practices.\n Support hiring managers with recruitment planning, interview process expectations, candidate communication, and documentation standards.\n Monitor recruitment metrics, including time-to-fill, workflow status, candidate experience feedback, and search process compliance.\n Coordinate offer letter workflow and ensure required hiring documentation is completed before employment begins.\n Oversee onboarding and offboarding processes, including new hire orientation coordination, employee lifecycle communications, and handoffs to Benefits, Payroll, IT, and other campus partners.\n Partner with the Benefits & Training Specialist to ensure benefit enrollment information and required compliance training are incorporated into onboarding.\n Identify opportunities to improve the employee experience during recruitment, onboarding, transition, and separation processes.\n HR Information Systems (HRIS) Administration and Data Integreity Serve as the operational lead for HRIS workflows, employee data accuracy, and routine HR reporting.\n Coordinate personnel changes, onboarding, separations, position updates, and employee record changes to support accurate HR, Payroll, and Benefits data.\n Support process consistency for personnel transactions, including PAFs, requisition requests, EPAFs, position updates, and related HR documentation.\n Develop and maintain HRIS process standards, audit practices, workflow guides, and staff training materials.\n Partner with the Associate Director of Human Resources on HRIS governance, access controls, workflow design, audit compliance, and system improvement priorities.\n Support system upgrades, testing, workflow reviews, and process improvements.\n Generate routine and ad hoc reports to support recruitment, onboarding, performance management, compliance audits, and workforce planning.\n Train HR staff and appropriate campus partners on HRIS processes, data standards, and workflow expectations.\n Employee Experience and Engagement Lead day-to-day employee experience initiatives in partnership with the HR Specialist, Employee Experience.\n Support employee recognition, feedback, retention, engagement, and communication efforts across the employee lifecycle.\n Collaborate with campus partners to strengthen employee experience programs, including onboarding, recognition, employee feedback, and service improvements.\n Identify trends in employee questions, onboarding feedback, supervisor needs, and HR service issues, and recommend process improvements.\n Provide first-level guidance on routine employee relations questions, policy interpretation, and documentation practices.\n Support early resolution of routine workplace questions or concerns in collaboration with the Associate Director of Human Resources.\n Escalate complex employee relations concerns, complaints, protected activity, discrimination or harassment concerns, or disciplinary matters to the Associate Director of Human Resources.\n Compliance and Cross-Functional Coordination Partner with the Associate Director of Human Resources and the Benefits & Training Specialist to ensure HR operations are coordinated with benefits, leave, accommodation, workers’ compensation, payroll, and compliance processes.\n Support operational handoffs related to benefits, protected leave, ADA accommodations, workers’ compensation, and compensation processes, including HRIS updates, employee status changes, onboarding/offboarding coordination, and supervisor communication as directed.\n Maintain awareness of employee status changes that may affect onboarding, offboarding, payroll, benefits, performance management, or supervisor communication.\n Assist with documentation, tracking, and communication related to these processes as assigned.\n Support compliance with employment laws and University policies by ensuring HR operational documentation is complete, accurate, and consistently maintained.\n Escalate questions involving benefits administration, compensation analysis, protected leave administration, ADA accommodation review, or workers’ compensation coordination to the Associate Director of Human Resources or another designated HR leader.\n Identify recurring compliance or workflow gaps and recommend process improvements to the Associate Director of Human Resources.\n Search Committee and Complaince Training Coordinate search committee training and support, including process guidance, implicit bias training logistics, interview support, and documentation expectations.\n Track completion of required search committee training and related recruitment compliance steps.\n Provide guidance to search chairs and hiring managers regarding interview practices, candidate documentation, selection process expectations, and hiring workflow.\n Partner with the Benefits & Training Specialist on annual compliance training assignment, completion tracking, and integration into onboarding workflows.\n Assist with the implementation of required annual compliance training by supporting communication, tracking, reporting, and follow-up.\n Assist the Associate Director of Human Resources with data collection and documentation needed for the annual Affirmative Action Plan and related compliance reviews.\n Performance Management and Supervisor Support Coordinate the annual performance management and position summary statement processes.\n Track completion, follow up with supervisors, and ensure required documentation is maintained.\n Provide guidance to supervisors on position summaries, developmental goals, performance documentation, and routine corrective feedback.\n Support supervisors in understanding HR processes, documentation expectations, and appropriate escalation pathways.\n Partner with the Associate Director of Human Resources on supervisor training, performance documentation standards, and escalation of complex concerns.\n Develop and maintain HR metrics related to recruitment, onboarding, performance management, employee engagement, and HR operations.\n Identify patterns in performance management questions, documentation gaps, or supervisor support needs and recommend training or process improvements.\n HR Operations and Process Improvement Ensure accuracy, confidentiality, and organization of HR records, job descriptions, personnel files, and employee lifecycle documentation.\n Develop, update, and maintain HR workflows, standard operating procedures, templates, checklists, and tracking tools.\n Support process consistency across recruitment, onboarding, offboarding, personnel transactions, performance management, HRIS workflows, and employee communications.\n Review recurring HR questions, workflow delays, documentation gaps, and service issues to identify opportunities for process improvement.\n Coordinate with Payroll, Benefits, IT, and other campus partners to improve HR service delivery, reduce process gaps, and clarify handoffs.\n Support HR department planning by identifying workload trends, recurring service needs, and opportunities for improved communication, training, or workflow design.\n Promote consistent use of HR systems, shared files, calendars, tracking tools, and documentation practices.\n Recommend practical improvements that strengthen HR efficiency, accountability, compliance readiness, and service to employees and supervisors.\n Qualifications-Education & Experience, Knowledge, Skills & Abilities: Minimum of a Bachelor’s degree required from an accredited college or university in human resources, business administration, psychology or closely related field.\n SHRM-CP, PHR, or similar HR certification preferred.\n Minimum of (3) three to (5) five years of progressive human resources experience, including at least (1) one year of supervisory, team lead, project lead, or process leadership experience required.\n Experience in higher education, nonprofit, public sector, or another complex employment environment preferred.\n Experience managing or administering HRIS platforms (e.g., Banner, Workday, UKG\n Demonstrated ability to train, coach, and develop staff, fostering accountability and professional growth.\n Proven experience guiding supervisors and managers in the consistent application of HR policies and performance management practices.\n Strong background in coordinating cross-functional HR operations, ensuring collaboration between benefits, payroll, and compliance areas.\n Strong understanding of HR operations and employee lifecycle processes, including recruitment, onboarding, offboarding, employee records, performance management, and HRIS workflows.\n Experience contributing to a culture of engagement and service, modeling professionalism, empathy, and clear communication.\n Ability to recognize when an issue requires escalation to the Associate Director or CHRO.\n Physical Demands & Work Environment\nThe physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.\nPersonal Protective Equipment must be worn when required.  A respiratory function test and the ability to use respirators may be required.  Stairs and uneven surfaces may be present; artificial lifts, etc. may or may not be available.  The position may require the incumbent to walk outdoors in all types of weather to other buildings or offices located on the campus.  The Campus is located in an area that contains numerous hills and slopes and may not always be fully accessible for mobility impaired individuals.\n About Alfred University\nLighting the way for students since 1836. “We've always been a place for makers, especially those who make the future. Our commitment to independent thinking, creativity, academic rigor and community have made us a unique kind of leader since 1836.”\nAlfred University (AU) was founded on principles of social justice in 1836 by liberal, independent thinkers who placed high value on education for all citizens. The University has retained and built upon the strong values of its founders, developing as an institution of national and international renown that is responsive to the needs of contemporary society while remaining consistent with the spirit of its origins. Alfred University is the second oldest coeducational college in the United States as well as one of the earliest nineteenth century colleges to have enrolled African American and Native American students. It has a long-standing history of educating socially conscious students who make a difference in their professions and their communities.\nOver the course of the twentieth century, Alfred University evolved into a complex institution offering a full range of programs in the liberal arts and sciences, art and design, engineering, business, education, counseling, and school psychology to its nearly 2,000 undergraduate and graduate students that live, learn, and play on a 232-acre campus located in an idyllic, creative valley in Western New York. To learn more, visit alfred.edu.\n  Alfred University actively subscribes to a policy of equal employment opportunity, and will not discriminate against any employee, student or applicant because of race, age, sex, color, sexual orientation, gender identification or expression, physical or mental disability, religion, ancestry or national origin, marital status, genetic information, military or veteran status, domestic violence victim status, criminal conviction status, political affiliation or any other characteristic protected by applicable law.",
    "jsonld_jobposting": {
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      "title": "HR Manager, Human Resources Operations & Employee Experience",
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      "datePosted": "2026-05-14",
      "description": "<span style=\"font-size:14px;\">The Manager of HR Operations and Employee Experience provides day-to-day leadership for HR operations and employee lifecycle processes, including recruitment workflow, onboarding, offboarding, HRIS operations, performance management coordination, search committee support, supervisor guidance, and Employee Experience Initiatives.<br><br><span style=\"line-height:normal;\"><span style=\"background:#FFFFFF;\"><span style=\"color:#000000;\">Reporting to the Associate Director of Human Resources, this position supervises the HR Specialist, Employee Experience, and serves as a primary operational resource for supervisors and employees regarding HR processes, documentation, and employment practices. The Manager helps ensure HR services are timely, consistent, accurate, and aligned with University policy, employment law, and institutional priorities.</span></span></span><br><br><span style=\"line-height:normal;\"><span style=\"background:#FFFFFF;\"><span style=\"color:#000000;\">This position partners closely with the Associate Director of Human Resources and the Benefits & Training Specialist to support coordination across benefits, leave, accommodations, workers’ compensation, payroll, compliance training, compensation-related processes, and employee lifecycle activities. While the Manager supports communication, documentation, HRIS updates, and operational handoffs related to these areas, primary responsibility for benefits administration, compensation analysis, protected leave administration, ADA accommodation review, and workers’ compensation coordination remains with the Associate Director of Human Resources or another designated HR leader.</span></span></span><br><br><span style=\"line-height:normal;\"><span style=\"background:#FFFFFF;\"><span style=\"color:#000000;\">The Manager of HR Operations and Employee Experience supports a culture of accountability, service, consistency, and continuous improvement by strengthening HR workflows, developing clear procedures, coaching supervisors on routine HR practices, and helping create a positive and organized employee experience from recruitment through separation. The Manager is expected to maintain awareness of cross-functional HR processes, support accurate communication and documentation, and escalate questions or concerns appropriately.</span></span></span><br><br><strong><u>Salary:</u></strong> $70,000-$75,000 Annually<br><br><strong><u>Essential Functions:</u><br>Leadership and Supervision</strong></span><ul><li><span style=\"font-size:14px;\">Supervise, coach, train, and direct the work of the HR Specialist, Employee Experience.</span></li><li><span style=\"font-size:14px;\">Provide day-to-day leadership for HR operations, ensuring work is completed accurately, consistently, and timely.</span></li><li><span style=\"font-size:14px;\">Support the onboarding and training of new HR staff members by developing clear workflows, checklists, and process guidance.</span></li><li><span style=\"font-size:14px;\">Provide guidance to supervisors and staff regarding routine employment practices, HR procedures, performance documentation, recruitment processes, onboarding, and offboarding.</span></li><li><span style=\"font-size:14px;\">Foster a service-oriented, accountable, and collaborative HR team culture.</span></li><li><span style=\"font-size:14px;\">Participate in HR leadership discussions and provide updates on HR operations, employee experience, recruitment activity, and process improvement needs.<br>Escalate complex employee relations, legal compliance, protected leave, ADA, workers’ compensation, compensation, or disciplinary matters to the Associate Director of Human Resources.</span></li></ul><span style=\"font-size:14px;\"><strong>Recruitment and Onboarding</strong></span><ul><li><span style=\"font-size:14px;\">Oversee job requisition intake, approval routing, posting, recruitment workflow, and hiring process coordination.</span></li><li><span style=\"font-size:14px;\">Partner with hiring managers and search committees to support consistent, equitable, and timely recruitment practices.</span></li><li><span style=\"font-size:14px;\">Support hiring managers with recruitment planning, interview process expectations, candidate communication, and documentation standards.</span></li><li><span style=\"font-size:14px;\">Monitor recruitment metrics, including time-to-fill, workflow status, candidate experience feedback, and search process compliance.</span></li><li><span style=\"font-size:14px;\">Coordinate offer letter workflow and ensure required hiring documentation is completed before employment begins.</span></li><li><span style=\"font-size:14px;\">Oversee onboarding and offboarding processes, including new hire orientation coordination, employee lifecycle communications, and handoffs to Benefits, Payroll, IT, and other campus partners.</span></li><li><span style=\"font-size:14px;\">Partner with the Benefits & Training Specialist to ensure benefit enrollment information and required compliance training are incorporated into onboarding.</span></li><li><span style=\"font-size:14px;\">Identify opportunities to improve the employee experience during recruitment, onboarding, transition, and separation processes.</span></li></ul><span style=\"font-size:14px;\"><strong>HR Information Systems (HRIS) Administration and Data Integreity</strong></span><ul><li><span style=\"font-size:14px;\">Serve as the operational lead for HRIS workflows, employee data accuracy, and routine HR reporting.</span></li><li><span style=\"font-size:14px;\">Coordinate personnel changes, onboarding, separations, position updates, and employee record changes to support accurate HR, Payroll, and Benefits data.</span></li><li><span style=\"font-size:14px;\">Support process consistency for personnel transactions, including PAFs, requisition requests, EPAFs, position updates, and related HR documentation.</span></li><li><span style=\"font-size:14px;\">Develop and maintain HRIS process standards, audit practices, workflow guides, and staff training materials.</span></li><li><span style=\"font-size:14px;\">Partner with the Associate Director of Human Resources on HRIS governance, access controls, workflow design, audit compliance, and system improvement priorities.</span></li><li><span style=\"font-size:14px;\">Support system upgrades, testing, workflow reviews, and process improvements.</span></li><li><span style=\"font-size:14px;\">Generate routine and ad hoc reports to support recruitment, onboarding, performance management, compliance audits, and workforce planning.</span></li><li><span style=\"font-size:14px;\">Train HR staff and appropriate campus partners on HRIS processes, data standards, and workflow expectations.</span></li></ul><span style=\"font-size:14px;\"><strong>Employee Experience and Engagement</strong></span><ul><li><span style=\"font-size:14px;\">Lead day-to-day employee experience initiatives in partnership with the HR Specialist, Employee Experience.</span></li><li><span style=\"font-size:14px;\">Support employee recognition, feedback, retention, engagement, and communication efforts across the employee lifecycle.</span></li><li><span style=\"font-size:14px;\">Collaborate with campus partners to strengthen employee experience programs, including onboarding, recognition, employee feedback, and service improvements.</span></li><li><span style=\"font-size:14px;\">Identify trends in employee questions, onboarding feedback, supervisor needs, and HR service issues, and recommend process improvements.</span></li><li><span style=\"font-size:14px;\">Provide first-level guidance on routine employee relations questions, policy interpretation, and documentation practices.</span></li><li><span style=\"font-size:14px;\">Support early resolution of routine workplace questions or concerns in collaboration with the Associate Director of Human Resources.</span></li><li><span style=\"font-size:14px;\">Escalate complex employee relations concerns, complaints, protected activity, discrimination or harassment concerns, or disciplinary matters to the Associate Director of Human Resources.</span></li></ul><span style=\"font-size:14px;\"><strong>Compliance and Cross-Functional Coordination</strong></span><ul><li><span style=\"font-size:14px;\">Partner with the Associate Director of Human Resources and the Benefits & Training Specialist to ensure HR operations are coordinated with benefits, leave, accommodation, workers’ compensation, payroll, and compliance processes.</span></li><li><span style=\"font-size:14px;\">Support operational handoffs related to benefits, protected leave, ADA accommodations, workers’ compensation, and compensation processes, including HRIS updates, employee status changes, onboarding/offboarding coordination, and supervisor communication as directed.</span></li><li><span style=\"font-size:14px;\">Maintain awareness of employee status changes that may affect onboarding, offboarding, payroll, benefits, performance management, or supervisor communication.</span></li><li><span style=\"font-size:14px;\">Assist with documentation, tracking, and communication related to these processes as assigned.</span></li><li><span style=\"font-size:14px;\">Support compliance with employment laws and University policies by ensuring HR operational documentation is complete, accurate, and consistently maintained.</span></li><li><span style=\"font-size:14px;\">Escalate questions involving benefits administration, compensation analysis, protected leave administration, ADA accommodation review, or workers’ compensation coordination to the Associate Director of Human Resources or another designated HR leader.</span></li><li><span style=\"font-size:14px;\">Identify recurring compliance or workflow gaps and recommend process improvements to the Associate Director of Human Resources.</span></li></ul><span style=\"font-size:14px;\"><strong>Search Committee and Complaince Training</strong></span><ul><li><span style=\"font-size:14px;\">Coordinate search committee training and support, including process guidance, implicit bias training logistics, interview support, and documentation expectations.</span></li><li><span style=\"font-size:14px;\">Track completion of required search committee training and related recruitment compliance steps.</span></li><li><span style=\"font-size:14px;\">Provide guidance to search chairs and hiring managers regarding interview practices, candidate documentation, selection process expectations, and hiring workflow.</span></li><li><span style=\"font-size:14px;\">Partner with the Benefits & Training Specialist on annual compliance training assignment, completion tracking, and integration into onboarding workflows.</span></li><li><span style=\"font-size:14px;\">Assist with the implementation of required annual compliance training by supporting communication, tracking, reporting, and follow-up.</span></li><li><span style=\"font-size:14px;\">Assist the Associate Director of Human Resources with data collection and documentation needed for the annual Affirmative Action Plan and related compliance reviews.</span></li></ul><span style=\"font-size:14px;\"><strong>Performance Management and Supervisor Support</strong></span><ul><li><span style=\"font-size:14px;\">Coordinate the annual performance management and position summary statement processes.</span></li><li><span style=\"font-size:14px;\">Track completion, follow up with supervisors, and ensure required documentation is maintained.</span></li><li><span style=\"font-size:14px;\">Provide guidance to supervisors on position summaries, developmental goals, performance documentation, and routine corrective feedback.</span></li><li><span style=\"font-size:14px;\">Support supervisors in understanding HR processes, documentation expectations, and appropriate escalation pathways.</span></li><li><span style=\"font-size:14px;\">Partner with the Associate Director of Human Resources on supervisor training, performance documentation standards, and escalation of complex concerns.</span></li><li><span style=\"font-size:14px;\">Develop and maintain HR metrics related to recruitment, onboarding, performance management, employee engagement, and HR operations.</span></li><li><span style=\"font-size:14px;\">Identify patterns in performance management questions, documentation gaps, or supervisor support needs and recommend training or process improvements.</span></li></ul><span style=\"font-size:14px;\"><strong>HR Operations and Process Improvement</strong></span><ul><li><span style=\"font-size:14px;\">Ensure accuracy, confidentiality, and organization of HR records, job descriptions, personnel files, and employee lifecycle documentation.</span></li><li><span style=\"font-size:14px;\">Develop, update, and maintain HR workflows, standard operating procedures, templates, checklists, and tracking tools.</span></li><li><span style=\"font-size:14px;\">Support process consistency across recruitment, onboarding, offboarding, personnel transactions, performance management, HRIS workflows, and employee communications.</span></li><li><span style=\"font-size:14px;\">Review recurring HR questions, workflow delays, documentation gaps, and service issues to identify opportunities for process improvement.</span></li><li><span style=\"font-size:14px;\">Coordinate with Payroll, Benefits, IT, and other campus partners to improve HR service delivery, reduce process gaps, and clarify handoffs.</span></li><li><span style=\"font-size:14px;\">Support HR department planning by identifying workload trends, recurring service needs, and opportunities for improved communication, training, or workflow design.</span></li><li><span style=\"font-size:14px;\">Promote consistent use of HR systems, shared files, calendars, tracking tools, and documentation practices.</span></li><li><span style=\"font-size:14px;\">Recommend practical improvements that strengthen HR efficiency, accountability, compliance readiness, and service to employees and supervisors.</span></li></ul><span style=\"font-size:14px;\"><strong><u>Qualifications-Education & Experience, Knowledge, Skills & Abilities:</u></strong></span><ul><li><span style=\"font-size:14px;\">Minimum of a Bachelor’s degree required from an accredited college or university in human resources, business administration, psychology or closely related field.</span></li><li><span style=\"font-size:14px;\">SHRM-CP, PHR, or similar HR certification preferred.</span></li><li><span style=\"font-size:14px;\">Minimum of (3) three to (5) five years of progressive human resources experience, including at least (1) one year of supervisory, team lead, project lead, or process leadership experience required.</span></li><li><span style=\"font-size:14px;\">Experience in higher education, nonprofit, public sector, or another complex employment environment preferred.</span></li><li><span style=\"font-size:14px;\">Experience managing or administering HRIS platforms (e.g., Banner, Workday, UKG< ADP or equivalent) including workflow design, reporting, and data auditing.</span></li><li><span style=\"font-size:14px;\">Demonstrated ability to train, coach, and develop staff, fostering accountability and professional growth.</span></li><li><span style=\"font-size:14px;\">Proven experience guiding supervisors and managers in the consistent application of HR policies and performance management practices.</span></li><li><span style=\"font-size:14px;\">Strong background in coordinating cross-functional HR operations, ensuring collaboration between benefits, payroll, and compliance areas.</span></li><li><span style=\"font-size:14px;\">Strong understanding of HR operations and employee lifecycle processes, including recruitment, onboarding, offboarding, employee records, performance management, and HRIS workflows.</span></li><li><span style=\"font-size:14px;\">Experience contributing to a culture of engagement and service, modeling professionalism, empathy, and clear communication.</span></li><li><span style=\"font-size:14px;\">Ability to recognize when an issue requires escalation to the Associate Director or CHRO.</span></li></ul><span style=\"font-size:14px;\"><strong><u>Physical Demands & Work Environment</u></strong><br>The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.<br><br>Personal Protective Equipment must be worn when required.  A respiratory function test and the ability to use respirators may be required.  Stairs and uneven surfaces may be present; artificial lifts, etc. may or may not be available.  The position may require the incumbent to walk outdoors in all types of weather to other buildings or offices located on the campus.  The Campus is located in an area that contains numerous hills and slopes and may not always be fully accessible for mobility impaired individuals. <br><br><strong><u>About Alfred University</u></strong><br>Lighting the way for students since 1836.<em>“We've always been a place for makers, especially those who make the future. Our commitment to independent thinking, creativity, academic rigor and community have made us a unique kind of leader since 1836.”  </em><br><br>Alfred University (AU) was founded on principles of social justice in 1836 by liberal, independent thinkers who placed high value on education for all citizens. The University has retained and built upon the strong values of its founders, developing as an institution of national and international renown that is responsive to the needs of contemporary society while remaining consistent with the spirit of its origins. Alfred University is the second oldest coeducational college in the United States as well as one of the earliest nineteenth century colleges to have enrolled African American and Native American students. It has a long-standing history of educating socially conscious students who make a difference in their professions and their communities. <br><br>Over the course of the twentieth century, Alfred University evolved into a complex institution offering a full range of programs in the liberal arts and sciences, art and design, engineering, business, education, counseling, and school psychology to its nearly 2,000 undergraduate and graduate students that live, learn, and play on a 232-acre campus located in an idyllic, creative valley in Western New York. To learn more, visit alfred.edu. </span><br> <p>Alfred University actively subscribes to a policy of equal employment opportunity, and will not discriminate against any employee, student or applicant because of race, age, sex, color, sexual orientation, gender identification or expression, physical or mental disability, religion, ancestry or national origin, marital status, genetic information, military or veteran status, domestic violence victim status, criminal conviction status, political affiliation or any other characteristic protected by applicable law.</p>",
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