HRIS & Administration Manager

Brief Description

The HRIS Manager is responsible for overseeing and administering multiple HR systems and tools, including the Human Capital Management (HCM) system, performance management platform, training platform, security tools, and other related applications. This role documents system processes and procedures, performs system analyses, conducts testing and supports implementation across key HR modules such as employee data, compensation, payroll, benefits, performance management, recruitment, training, and compliance. The HRIS Manager also ensures seamless integration and functionality between HR systems and other software tools within the Human Resources department.

What You'll Be Doing

• Manage the day-to-day operations and functionality of the HRIS systems including upgrades, integration, configuration, reports, data flows, security, support, training, and interfaces.
• Develop and implement HCM best practices to enhance data accuracy, system performance, and end-user experience.
• Revise existing programs to increase operating efficiency or adapt to new requirements.
• Ensure HRIS practices comply with data privacy regulations and internal policies.
• Compile documentation of HCM procedures and programs and updates as necessary.
• Recommend new technologies, software solutions, or equipment to improve HR processes and efficiency.
• Train HR team members and end users on system functionality and partner with the Learning and Development team to create training documents for end users across the organization.
• Partner with HR managers and occasionally with external supervisors to understand functional needs and deliver tailored solutions.
• Maintains data integrity and ensures regular audits and validations are performed.
• Serve as the primary point of contact for HRIS related inquiries and troubleshooting.
• Develop and generate HR metrics, dashboards, and reports for leadership and compliance purposes.
• Collaborate with Technology Services to resolve any technical or user issues and develop recommendations.
• Develop a comprehensive suite of HR metrics reports with in depth analysis for management review.
• Partner with the SVP of Human Resources in the annual Wage & Salary Review process by conducting research and providing recommendations. Update compensation tables in HCM as needed.
• Oversee the utilization of HR systems to the full extent to support all HR functions.
• Evaluate department processes and programs regularly to recommend and implement improvements aligned with HR and organizational goals.
• Participate in benefits discussions related to new or changing benefit plans, including configuration, testing, roll-out, training, and integrations as needed.
• Oversee the administrative function of Human Resources, which includes personnel files, record retention, reporting of new hires/separations, etc.
• Provide day-to-day supervision, task assignment, and performance feedback to the Junior HR Analyst and the HR front office personnel.
• Maintain the security fob system daily, including activation and deactivation of employee fobs, and generate reports as requested by HR management.
• Ensure all employees have a valid driver’s license based on position requirements. Work with the DMV/EPN tool to request quarterly or as needed reports.
• Partner with the SVP of Human Resources in communication of Administration Building activities such as closures, parking, etc.
• Compile data for annual and semi-annual reports.
• Stay informed of Human Resources developments and trends by attending seminars and webinars.
• Lead or participate in association-wide programs and initiatives as needed.
• Perform other managerial duties and special projects as needed.
  
  

Requirements

• Bachelor's degree (B. A.) in Human Resources, Information Technology, Business Administration, or related field.
• Minimum ten years of professional experience in several areas of Human Resources, such as talent acquisition, compensation, employee relations, training, safety, and benefits together with a knowledge of systems that may capture and deliver these elements.
• Minimum five years of HRIS Management experience.
• Professional in Human Resources (PHR) certification preferred.
• Bilingual in Spanish preferred.
• Excellent oral and written communication skills required in both group and one-on-one settings.
• Excellent knowledge of general Human Resource management principles and practices.
• Excellent problem solving, analytical, and project management skills.
• Demonstrated expertise in leading and managing Human Resource Information Systems (HRIS/HRMS/HCM), including system implementation, configuration, optimization, and user adoption.
• Foundational understanding of key HR functions, including recruitment, employee relations, benefits administration, and general HR operations.
• Proven ability to analyze, streamline, and enhance HR technology to support strategic business objectives.
• Proficiency in Microsoft Office Suite with strong skills in Excel and data analysis to support reporting and decision-making.
• Exceptional interpersonal and communication skills, with the ability to influence and engage stakeholders across all levels of the organization.
• Strong leadership presence with the ability to foster collaboration, build high-performing teams, and promote a culture of continuous improvement.
• Ability to manage multiple priorities and adapt to changing demands, including working flexible or extended hours during critical periods.
• Commitment to maintaining confidentiality and exercising sound judgment in all matters involving sensitive employee data.
  
  

Competitive Benefits

Forest Lawn takes pride in offering an excellent benefits package to our employees, which taken as a whole, leads our industry and is competitive with the benefits in just about any other industry.

Click here to learn more about our benefit offerings.

Drug Testing Policy

Prior to beginning employment, all job applicants who receive a job offer will be required to voluntarily submit to a drug screening test conducted by a laboratory designated by Forest Lawn. The drug screening method is a hair collection test that will detect the use of illegal drugs within the past 90 days. A positive drug test may result in the withdrawal of the job offer.

E-Verify Statement

Forest Lawn has registered to participate in the federal government's E-Verify program. With E-Verify we are able to confirm the employment authorization of all newly hired employees through an electronic database maintained by the Social Security Administration and Department of Homeland Security. With respect to new hires, the E-Verify process is completed in conjunction with a new hire's completion of the Form I-9, Employment Eligibility Verification upon commencement of employment. E-Verify is not used as a tool to pre-screen candidates.

For up-to-date information on E-Verify, go to https://www.e-verify.gov/employees/e-verify-overview.

Fair Chance Initiative for Hiring Ordinance

Forest Lawn will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.

Summary

Forest Lawn has always attracted unique and exceptional individuals; those who aren’t satisfied with simply building a career, but want to go home at the end of the day knowing they’ve made a profound and positive difference in people’s lives.