Senior Manager of HR Operations, Quality and Compliance - CCSWW

Overview

Reporting to the Vice President of Human Resources, The Senior Manager of HR Operations, Quality and Compliance  will direct and oversee all aspects of Human Resource Operations, including job leveling, compensation, benefits, policies and procedures, risk management and compliance, and system wide operations.  This position will direct systemic implementation of initiatives, policies, processes and programs across all HR departments.  This position will develop HR tools and processes and continuously improve the management and delivery of HR services throughout both CCS and CHS. Incumbent will maintain a thorough understanding of employment regulations, industry standards and trends, current practices, applicable HR and employment law, and relevant city, county, state and federal requirements including applicable legislation.  This position will supervise the Compensation and Benefits Manager.

This is not a remote position

PLEASE SUBMIT RESUME AND COVER LETTER TO :  Eden Murphy at Lee Hecht Harrison        Eden.Murphy@lhh.com

Responsibilities

Directs and manages the operations of the CCSWW HR System which serves all CCS agencies/systems and CHS. This is a large and complex task with the goal of ensuring the CCS/CHS HR operations are efficient, effective, coordinated, consistent and forward-looking. Incumbent works collaboratively with the HR Management Team in this work.  Operations issues includes policies/procedures, benefits, compensation, job leveling, recruitment and hiring, orientations, QI processes, compliance, implementation of HR transactions, implementation and use of technology, etc.  Incumbent will coordinate and communicate with other CCS/CHS infrastructure departments as necessary including Accounting and IT.

Through the supervision of the Compensation and Benefits Manager and direct involvement, ensures that all job evaluations, compensation and benefits activities are implemented and administered in accordance with Catholic social teaching, CCS/CHS’ HR Policies and Procedures, city and state laws and regulations (City of Seattle Minimum Wage, WA State Minimum Wage Act, WISHA, etc.), federal law and regulations (FLSA, DOL, ACA, L&I, etc.), as applicable. Incumbent accomplish this by implementing corrective measures in job evaluations, compensation and benefits administration when found out to be in violation of or out of compliance with the aforementioned, with special emphasis on, but not limited to the intersection of leave management with appropriate benefits administration, consistent job evaluations and compensation practices that upholds pay parity, WSMWA and FLSA exempt classifications, and ACA compliance and consistent benefits administration.

Compliance Management and Oversight

Workers Compensation

Acts as the primary liaison with the Archdiocese of Seattle, the administrator at Sedgwick and partners at Gallagher, as it relates to CCS/CHS Worker’s Compensation claims management. Monitors daily, weekly and monthly reports of claims from the Third-Party Administrator (Sedgwick).  Participates in and oversees all aspects of the WC program, including but not limited working with WC legal counsel, approving settlement agreements, compliance management, strategic partnership with all internal and external partners, HR staff training, troubleshooting claim escalation, etc.

Benefit Compliance

In conjunction with the benefit brokers and CBEBT, ensure that CCS/CHS benefits follow all applicable laws and regulations (i.e.  Church status, FMLA, HIPAA, ACA). Incumbent accomplishes this task by working closely with the benefits brokers, acting as the primary point of contact with CBEBT, overseeing the preparations for annual ACA 1095C reporting, submitting the annual ACA reporting to the IRS on behalf of CCS/CHS that is timely and accurate. The incumbent will maintain high level of professional expertise in in all benefit related areas, staying informed about new trends, best practices, etc.  Incumbent will communicate this information to the Executive Leadership as needed.

Money Purchase Pension and 403b Plans

Acts as CCSWW Pension Plan Administrator.  In this capacity, incumbent is the primary liaison between the organizations and all third-party administrators (RBC, NWPS, Matrix) and responds to compliance and plan interpretation questions from HR staff regarding the pension/403b plan benefits and eligibility.  In addition, incumbent is an appointed Trustees to the Money Purchase Pension Plan and the 403(b) Advisory Committee. Incumbent is responsible to review and approve all distribution transactions, both electronically and hard copy forms.

Ensures the development of HR Policies and Procedures for CCS and CHS. Incumbent accomplishes this task by:

• determining which policies need to be drafted and/or updated;
• developing a process within the HR system to get feedback and input regarding the policy; if needed, also develops opportunities for staff outside of HR to have input into the policy;
• assisting the VP in having the policy reviewed and recommended by the Director’s Group;
• managing the Policy Revision History;
• determining policy change impacts on other organizational documents, manuals, and materials and making changes as necessary. This includes the Employee Handbook, onboarding materials and policies posted on SharePoint.
• assisting the VP on promulgating policies into CCS and CHS by informing specific staff groups and individuals that a policy has been approved by the President (e.g. Directors’ Group, Clinical Oversight Group (COG), etc.)
• this responsibility also extends to the Volunteer Guidelines which are also maintained by the HR Department.

Provides specific assistance to the VP of HR as requested. Some examples may include but are not limited to:

strategic planning for HR including developing HR strategies to address issues and agency needs, developing HR plans to support the achievement of the overall agency goals and objectives, etc.;

• building interdepartmental relationships on behalf of HR;
• presenting issues and reports to the Board of Trustees, Director’s Group, Clinical Oversight Group, President’s cabinet,
• Complete other projects as assigned and requested by the VP of HR, the COO and/or the President.

Develop and implement other special HR projects which aids agency/system leadership staff throughout the agencies/systems. Examples include:

• Internship Program;
• Standard volunteer orientation (similar to employee orientation)

Qualifications

This position must have an excellent understanding and commitment to upholding Catholic social teachings as well as the organization’s mission and values of serving those individuals, children, families, and communities struggling with poverty and the effects of intolerance and racism, and to actively join with others to work for justice.

• Bachelor’s degree in Human Resources, Business or related field.
• 7 years HR functional and business process experience.
• 3+ years in HR leadership and HR operational areas.
• Successful record of building and improving operational processes and procedures, ability to drive program efficiencies and high levels of customer satisfaction.
• Strong systems knowledge and experience using technology to scale programs and improve efficiencies, experience defining technical requirements and working with system resources.
• Demonstrated business acumen and the ability to clearly define/implement/communicate business centric HR Ops solutions.
• Exceptional knowledge and expertise in the Affordable Care Act and Workers’ Compensation.
• Strategic, analytical thinker who isn’t afraid to roll up his/her sleeves and get into the weeds; passion for problem solving.
• Experience identifying and resolving complex issues; will take initiative even under unfamiliar or ambiguous circumstances – solid sense of accountability and sound personal judgment.
• Strong understanding of HR disciplines and programs.
• Previous experience driving cross functional change in a strategic capacity.
• High degree of integrity and honesty; demonstrated ability to exercise confidentiality and neutrality in complex and sensitive situations.
• Outstanding written and verbal communication skills; must be an articulate and persuasive communicator including excellent presentation skills.
• Demonstrated program ownership and consistent delivery on commitments – excellent organizational skills with follow through and attention to detail.
• Excellent project management and relationship management skills, with a keen ability to work collaboratively and develop trust.
• Criminal background check is required prior to employment. Must be fully COVID vaccinated.