POSITION DESCRIPTION
HR Manager
Department
Human Resources
Reports To
Sr. Director, People Development and Strategy
Grade
6 (Exempt)
Salary
$62,160
Direct Reports
None
Status
Full Time
Location
Orlando, FL (statewide scope)
Effective Date
TBD
POSITION SUMMARY
The HR Manager is the operational engine of USTA Florida’s people development and strategy function and a key enabler of the organization’s transformation. Reporting to the Sr. Director, People Development and Strategy, this role owns the systems, data, and administrative infrastructure that make the people strategy executable: the HRIS and the integrity of every employee record within it, the full benefits program lifecycle, and the day-to-day HR operations that approximately 90 employees across a statewide footprint depend on.
This is a transformation-era role. USTA Florida is building a flat, adaptable, cross-functional operating model, and the HR Manager makes that possible by installing disciplined, standardized, well-documented processes that paradoxically enable greater organizational agility.
The role requires sound independent judgment, absolute discretion with confidential information, and the mindset of a builder who sees every process as an opportunity to make the organization work better.
ESSENTIAL FUNCTIONS
1. HRIS Management and People Data Integrity
- Serve as the organization’s HRIS owner and system administrator: maintain employee records, security roles, workflows, and system configuration; manage all employee lifecycle transactions (hires, status changes, promotions, transfers, separations) with complete and accurate documentation.
- Own the data integrity of all employee records; conduct recurring audits of job titles, grades, compensation data, classifications, and organizational hierarchy against the board-approved compensation structure, so that every record reconciles to the source of truth.
- Lead or support HRIS implementation, migration, and optimization projects, including requirements definition, vendor coordination, data conversion and validation, testing, and end-user training and adoption.
- Build and maintain standard reporting and dashboards – headcount, turnover, compensation, benefits enrollment, compliance metrics – that make workforce data decision-ready for the Sr. Director and executive leadership.
- Document HRIS procedures as standard operating procedures and serve as the first-line resource for managers and employees on system use and self-service adoption.
2. Benefits Administration
- Administer the full benefits portfolio end to end: medical, dental, vision, life and disability coverage, HSA programs, retirement plan administration, and voluntary benefits, including carrier file feeds, invoice reconciliation, and error resolution.
- Co-Own annual open enrollment from planning through execution: system configuration, employee communications and education sessions, enrollment processing, and post-enrollment audit.
- Administer benefits compliance requirements, including ACA measurement and reporting, COBRA administration, HIPAA privacy practices, required notices and disclosures, and qualifying life event processing to a legally defensible documentation standard.
- Manage leave administration, including FMLA, disability, and workers’ compensation coordination, ensuring accurate tracking, timely communication, and compliant recordkeeping.
- Serve as the primary employee-facing resource for benefits questions, resolving issues with empathy and speed so that employees experience the benefits program as a reason to stay.
3. Payroll Interface and Compensation Administration Support
- Partner with Finance on the payroll interface: transmit accurate, approved pay actions, verify each payroll cycle against source documentation, and reconcile discrepancies before they reach employees.
- Support administration of the board-approved compensation structure: prepare status change documentation, maintain the pay action audit trail, and support the annual compensation calendar, merit cycle, and equity remediation tranches under the Sr. Director’s governance.
4. Talent Acquisition and Onboarding Operations
- Manage recruitment operations: job postings, applicant tracking, interview scheduling and logistics, candidate communications, background check administration, and offer letter preparation within approved compensation parameters.
- Own onboarding as a designed experience: I-9 and E-Verify compliance, new hire documentation, systems provisioning coordination, benefits orientation, and structured first-90-day touchpoints that connect new employees to the organization’s North Star from day one.
- Administer offboarding with the same discipline: exit processing, benefits termination and COBRA initiation, final pay coordination, and exit interview logistics.
5. Employee Relations and Compliance Support
- Serve as a first point of contact for employee questions and concerns, resolving routine matters directly and escalating sensitive issues to the Sr. Director with clear, factual documentation.
- Support investigations and employee relations matters through intake documentation, records compilation, and meeting coordination, maintaining strict confidentiality throughout.
- Maintain compliant personnel files and HR records, support federal and Florida employment law compliance (FLSA, I-9/E-Verify, EEO, wage and hour), and prepare documentation for audits and compliance reporting.
6. Performance, Learning, and Transformation Enablement
- Administer the performance management cycle: system setup, timeline communication, completion tracking, and documentation supporting the linkage between assessed performance and compensation outcomes.
- Provide administrative and logistical support for learning and development programs, including the learning management system, manager development sessions, and the Leadership & Volunteer Academy.
- Model the transformation in daily work: adopt and champion new ways of working, contribute to the HR SOP roadmap, and help employees experience change as something built with them rather than done to them.
LEADERSHIP COMPETENCIES (KORN FERRY)
This role is assessed against the manager cluster of the Korn Ferry Leadership Architect framework, with emphasis on the operational excellence and change agility the transformation requires.
- Action Oriented – takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
- Ensures Accountability – holds self and others accountable to meet commitments; delivers to an audit-ready standard.
- Manages Complexity – makes sense of complex, high-volume, and sometimes contradictory information to effectively solve problems.
- Optimizes Work Processes – knows the most effective and efficient processes to get things done, with a focus on continuous improvement.
- Communicates Effectively – develops and delivers communications that convey a clear understanding of the unique needs of different audiences.
- Nimble Learning – learns through experimentation when tackling new problems, using both successes and failures as learning fodder.
- Instills Trust – gains the confidence and trust of others through honesty, integrity, and authenticity; handles confidential information with absolute discretion.
- Collaborates – builds partnerships and works collaboratively with others across functions to meet shared objectives.
QUALIFICATIONS
USTA Florida evaluates candidates on demonstrated capability. A four-year degree is valued but not required where equivalent experience and results are evident.
- Five or more years of progressive human resources experience, including at least two years with hands-on ownership of an HRIS and benefits administration.
- Demonstrated HRIS administration expertise: system configuration, employee lifecycle transactions, data auditing, reporting, and implementation or migration experience; ADP experience strongly preferred.
- Demonstrated command of benefits administration, including open enrollment execution, carrier management, and compliance with ACA, COBRA, HIPAA, and FMLA requirements.
- Working knowledge of federal and Florida employment law, including FLSA classification, I-9/E-Verify, EEO, and wage and hour practices.
- Proven ability to build, document, and standardize HR processes, with a track record of improving accuracy, turnaround time, and the employee experience.
- Strong analytical skills, including advanced Excel proficiency and the ability to turn people data into clear, decision-ready reporting.
- High discretion and sound judgment in handling confidential and sensitive information.
- Experience supporting organizational change or transformation preferred. SHRM-CP or PHR certification preferred. Nonprofit or association sector experience preferred.
WORK ENVIRONMENT
This position operates in a hybrid professional office environment with occasional travel to managed facilities and events throughout the state of Florida. The role routinely uses standard office equipment and requires the ability to work extended hours during peak organizational cycles, including open enrollment and payroll processing periods. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EQUAL EMPLOYMENT OPPORTUNITY
USTA Florida is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law.
Pay: $62,160.00 per year
Benefits:
- Dental insurance
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Vision insurance
Work Location: In person
