HR System Manager

The HRIS Manager oversees the performance and evolution of our Human Resources Information System (UKG/WFM) within the uniquely complex landscape of senior healthcare. This role balances technical mastery with strategic HR insight, ensuring our data remains accurate and compliant across diverse service lines, while continuously seeking out new functionality, technology advancements, and efficiencies that can improve internal processes. As a key collaborator between HR and IT, they will lead system implementations, optimize reporting, and develop resources that improve the overall employee experience. They will ensure that the HR systems support the organization's strategic goals and culture while meeting compliance related requirements. This role fosters partnership across the Human Resources function while providing excellence in customer service and collaboration daily to all this team support.

Position: HR System Manager

Salary: $110,000 - $128,000 annually, depending on experience

Service Area: Hybrid (with occasional office days in St. Louis Park, MN 55416)

Schedule: 1.0 FTE, Full - Time / Monday - Friday, 8:00am-5:00pm (potential outside of business hours needed to respond to to system issues)

Lifespark Benefits Include:

• Annual Reviews/Raises{Shift differentials if applicable}
• Paid Time Off - Vacation Time
• Mileage reimbursement
• Medical, Dental, Vision benefits for Full Time Hires
• Short-Term Disability & Long-Term Disability Insurance
• Life Insurances
• 401k + Company Match for full-time and part-time employees
• Referral bonuses
• Career path to other positions within our growing company!

Lifespark is a complete senior health company headquartered in St. Louis Park, Minnesota. Since 2004, we've been helping seniors stay healthy, navigate their health care options with confidence, and live fuller, more independent lives as they age. That's where our people come in - from accounting and health technology to front-line nurses, advanced practice professionals, caregivers and everything in between, we are all invested entrepreneurs focused on helping people age magnificently.

Position Functions & Responsibilities:

• Provide strategic and hands-on leadership for the UKG/WFM ecosystem, driving process optimization. Position the HR team for success, while helping increase capability in the areas including, but not limited to onboarding, payroll, Total Rewards, employee relations, performance management, employee service, HRIS optimization, people-related data accuracy and analytics, and other core Human resources operations functions.
• Ensure 100% data integrity and legal compliance with FLSA, HIPAA, COBRA, ERISA, CMS, and ADA.
• Formulate and execute a long-term HRIS strategy that prioritizes seamless experiences for employees, ensuring technology simplifies rather than complicates their daily work.
• Oversee daily system functions and case management, proactively identifying technical vulnerabilities and workforce trends (such as turnover or overtime spikes) before they impact operations.
• Develop and socialize sophisticated People Analytics and KPIs that allow leadership to make data-driven decisions.
• Stay at the forefront of HR tech innovation as well as up to date on local and regional compliance requirements to ensure alignment of operational service delivery and processes
• Act as a role model and mentor, building the technical capability of the HR and Total Rewards teams while holding the organization accountable to our core values and behavioral standards.
• Serve as the lead architect for solving high-impact business issues, bridging the gap between HR policy, IT infrastructure, and clinical operational needs.

Qualifications

• Bachelor's degree in business administration, Human Resources, or other related degree preferred
• Minimum of 5 years' experience working in Human Resources Management

• Prior experience in UKG Pro/WFM strongly preferred. Prior experience overseeing HRIS function preferred, experience working closely with or overseeing payroll desired
• Strong Human Resources foundation with breadth and depth of HR knowledge, data analytics, best practices, legal and regulatory requirements, and change management preferred
• Ability to understand and effectively help facilitate change management process related to employment, HR strategies and organizational objectives. Demonstrate knowledge of HR practices, engagement, change management, employee relations and culture development.
• Proven success leading teams and representing the entire company, including role modeling the culture, values, and expected behavior.
• Comfort in ambiguity and ability to make sound choices in complex situations which balance the needs of the business and the employee.
• Proven track record and passion for building effective Human Resources processes that deliver exceptional user experiences for all employees; motivates and inspires a team to achieve these goals.

• Must be proficient with a wide range of office technology and technological applications, and able to continuously learn as systems and technologies evolve.

Our Lifespark culture has created not only an award-winning workplace - earning Star Tribune Top Workplace 12 times, Minneapolis Business Journal Best Places to Work three times, and Top USA #1 in Healthcare - but a place where you have the room to be creative, make a difference, and have a purposeful, direct impact on how people age. Lifespark's full continuum of services offers a breadth of roles with the support to grow your career. To see the experience we are creating, watch our award-winning video Going South - this is the experience you will help create at Lifespark! Changing the age-old story starts with you - let's get you hired.

It has been and will continue to be our policy to provide equal employment opportunities to all employees and applicants without regard to age, race, creed, color, disability, marital status, sex, gender identity, national origin, ancestry, sexual orientation, arrest record, conviction record, military service, use or nonuse of lawful products off the Employer's premises during nonworking hours, or declining to attend a meeting or to participate in any communication about religious matters or political matters, or any other status protected by federal, state, or local law.

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