Partner - HRIS & Payroll Support

Food Bank
City
Portland
State
Oregon
Title
Partner - HRIS & Payroll Support
Description

Applications will be accepted until the position is filled with first review on July 29th

A cover letter is required for consideration.

This position is currently remote with preference for candidates residing in Oregon or SW Washington.

The hiring pay range for this role: $61,076 - $68,928 annually.

Reports To: Assistant Manager, HRIS, Benefits & Compensation

Note: Proof of COVID-19 fully vaccination status or exception per OFB policy will be required as a condition of employment.

Out-of-state selected candidates will be required to relocate to the Oregon/SW Washington area within 30 days of their start date.

Who You Are:

You care deeply about community, about people experiencing hunger and hold them in the center of all that you do. You are committed to apply equity as a process and an outcome of your work to disrupt systemic social patterns that promote hunger such as racism, sexism, and cissexism. You have a strong affinity with OFB’s 10 Year Vision and are profoundly excited to achieve this vision for and with our community.

Position Summary:

As the EPCA Partner - HRIS and Payroll Support, you will contribute to the organization’s success through management and maintenance of the Human Resources Information System, supporting the work of the Payroll Specialist and the Benefits and Leaves Partner, as well as partnering with managers to implement and administer various HR programs such as, but not limited to, HRIS systems administration, reporting, payroll processing support, performance management, training and compensation. This role is critical in executing people initiatives, providing great internal customer service, and process improvement. In addition, partnering with the organization to increase and maintain a culturally diverse workforce that will meet the organization’s needs.

End date
Category
Administration (e.g., Finance, IT, HR)
Job responsibilities

Primary Responsibilities (Essential Functions):

Serves as primary HRIS contact; participates in HR audits on HRIS, payroll, and benefits data. Project manages HRIS upgrades, module implementation, and process improvement modifications.

Works to increase effectiveness and efficiency of the team by providing guidance to all staff, regarding HRIS systems project management, customer relations, performance management and benefits data administration.

Identifies, designs and implements processing efficiencies and standard operating procedures. Develops training tools and delivers training to employees on use of HR systems and applications.

Interprets policies and procedures, providing guidance to managers and employees. Reviews, updates and provides recommendations to the team on compliance with regulations, policies and procedures.

In collaboration with the EPCA team, embed equity initiatives through all HR processes and will support staff and managers in helping them access and utilize systems and tools for compensation, payroll, benefit and talent management administration.

Assists in the preparation of reports and analyses as necessary; responsible for ongoing internal management to ensure departmental operating efficiency and external regulatory reporting needs are being met.

Work product complies with federal, state, wage & hour laws, payroll compliance standards and organizational requirements are aligned with OFB mission and values.

Works in collaboration with Payroll Specialist to review timesheets, audit processes for accuracy. Reviews employee benefit enrollment and pay changes for accurate processing. Assists with processing payroll using ADP; review submissions made by employees through self-service portal.

Coordinate with Benefits and Leaves Partner regarding employee benefits enrollment, leave management, and 401(k) programs.

Other related duties as assigned; we know it's impossible to convey every single task or responsibility for the job description. Our hope is that as we work together to fulfill the job responsibilities above as essential job functions, should the primary duties evolve with significant job responsibility changes over time, EPCA will periodically evaluate the updates through the job evaluation and classification review processes.

Organizational level responsibilities of exempt employees include:

To be an ambassador and a leader for OFB’s vision and mission, a cross-departmental collaborator, and an active contributor to building a movement to end hunger for good. Provides leadership and exemplifies professional communication and behaviors to OFB standards.

In consultation and coordination with the supervisor, actively contribute to:

cross-departmental efforts

work culture activities and programming

advisory and consultative groups such as the compensation committee, affinity groups, Equity Ambassadors, Equity Think Tank meetings, among others

plan and engage in professional development activities that strengthen your capacity for your specific role as well as your capacity to contribute and advance organizational goals, OFB’s vision and mission.

Application qualifications

Skills and Experience:

Deep passion for eliminating hunger and its root causes.

Minimum of three years of demonstrated experience in a Human Resources role; preferable experience in HRIS, reporting, reconciliation, and systems implementation or project management of implementing new processes and software upgrades; demonstrated experience with HRIS administration or payroll certification.

Demonstrated knowledge of employment law, payroll and HR best practices.

Strong interpersonal and communication skills, with the ability to effectively communicate both orally and in writing.

Proven ability to establish and maintain effective working relationships and identify HR solutions with diverse stakeholders.

Proficiency with Microsoft Office Suite, Google Desktop, Payroll and HRIS system applications. Strong database, report writing and spreadsheet skills. Updates best practice knowledge with data integrity and security measures to maintain accuracy and confidentiality of data systems.

Organizational level skills and experience for exempt employees include:

Disposition and willingness to innovate, problem solve, test, fail and adjust.

Experience in modeling intercultural competence and demonstrated commitment to equity, inclusion and social justice.

Demonstrated ability to think strategically, take initiative, and to maintain confidentiality.

Project coordination and organization skills; ability to manage multiple projects with attention to detail; meet deadlines, ability to handle interruptions, and produce timely, accurate work.

Self – directed, meets benchmarks and checks assumptions about results and end goals. Ability to work independently and as part of a team; provides role clarity, shows willingness to support others to build momentum and share success, comfortable working in an office environment and offsite.

Ability to thrive in a creative, responsive, and fast-paced culture.

Preferred Qualifications:

Experience with ADP Workforce Now or similar HRIS/Payroll software.

Human Resources certification- SHRM, Employee Benefit plan certification, or Payroll Certification.

Organizational level preferred qualifications of exempt employees include:

Multilingual skills at a minimum professional level of proficiency or greater in English and any additional language/s, defined as being able to speak the languages with sufficient structural accuracy and vocabulary to participate effectively in most formal and informal conversations on practical and professional topics.

Multicultural skills of adaptation and integration are strongly preferred.

Adaptation is defined as the capacity to communicate and interact with people of multiple cultures, backgrounds, and styles by incorporating and adapting to the world view and perspectives of others.

Integration is defined as being able to move in and out of one's worldview and help others understand different cultures, backgrounds, and styles to promote diversity and inclusion.

Commitment to continued professional development to strengthen capacity to work through an equity lens for equity and racial justice.

Strong capacity to consider multiple perspectives, to pivot to respond to emerging needs and lead through organizational changes.

Personal living/lived experience of hunger and/or systemic inequity/oppression.

About the organization

Who We Are:

Oregon Food Bank (OFB) believes that no one should be hungry. Our mission is to eliminate hunger and its root causes. We believe that food and health are basic human rights for all. We know that hunger is not just an individual experience; it is also a community-wide symptom of systemic barriers to employment, education, housing and health care such as systemic racism, sexism, and cissexism. That’s why we work systemically to achieve our mission to end hunger: we foster community connections to help people access nutritious food, and we build community power and strengthen networks of support and the safety net to eliminate the root causes of hunger for good.

We build community power to dismantle systems and policies that drive hunger and poverty.

Oregon Food Bank is an Equal Opportunity Employer, and we strongly encourage applications from candidates who can increase the diversity of our organization and strengthen our capacity to eliminate hunger. We believe strongly in the power of lived experience — and we actively seek individuals who have experienced hunger and its root causes to join our team. Our organization is stronger because of the leadership of people who have faced food insecurity in their own lives and/or hail from historically under-represented communities. Learn more about our commitment at oregonfoodbank.org/equity.

Share
Tweet