HR Manager - Zelle, Paze, & Decision Intelligence

At Early Warning, we’ve powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle®, Paze℠, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses.

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.

Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.

Overall Purpose

As an integral part of the People Team, this role supports the execution of business strategies focused on talent management, organizational effectiveness, and employee engagement. Partnering and supporting the VP, Human Resources Business Partners (VP HRBP), to integrate Early Warning values into the employee experience. This role provides tactical HR supporting overall HR COE’s covering all areas in HR including but not limited to: recruiting, talent management, compensation, benefits, employee relations, leaves/ADA support, time-off programs, learning & development, employee and manager self-service, etc.

Essential Functions

• Serve as a trusted resource for employees and leadership, providing prompt and accurate answers to questions regarding people practices, systems, and resources via multiple communication channels.

• Coach and advise managers in responding to employee questions related to policies such as:  time/attendance, benefits, compensation, performance, recruiting, leaves and ADA, learning and development, etc.

• Work closely with compensation team to create and/or review job descriptions and collaborate on hiring ranges and/or compensation related recommendations.

• Escalate and partner with VP HRBPs and Employee Relations when discrepancies or issues arise with employee interactions.

• Develop and implement communication plans and status updates, in support of the overall People Team processes including org design, talent, compensation and the performance lifecycle. Maintain accurate and updated information on the people team SharePoint site and support policy update rollouts to ensure business adoption and/or understanding of changes.

• Utilize HRIS reports to compile, analyze, and interpret data to inform critical business metrics and decisions related to hiring, turnover, engagement, and other metrics to make informed business decisions. Engage with People Analytics for business specific reporting needs.

• Support activities that create an inclusive environment (DEI&B)

• Lead and manage small to medium scale HR projects and change initiatives.

• Support the company’s commitment to risk management and protecting the integrity and confidentiality of systems and data.

Minimum Qualifications

• Education or experience equivalent to a bachelor’s degree in business management, Organizational Development, or related field

• 7+ years’ experience in Human Resources or related field, with a demonstrated advancement and progression of HR knowledge and responsibilities

• Knowledge of principles and practices of Human Resource administration and related legal requirements

• Knowledge of US federal, state and local employment laws

• Proven ability to evaluate employment-related situations, gather appropriate information, and provide sound guidance to management and employees

• Ability to develop effective relationships and trust throughout all levels of the organization

• Proactive problem solver. Conceptualize problem spaces as systems and apply a “model thinker” approach.

• Works well in a fast-paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change

• Strong business acumen, rapport building, consulting, analysis, communication, presentation, negotiation, conflict management and problem-solving skills

• Excellent project management skills and the ability to prioritize multiple projects

• Strong knowledge of MS Office, including Excel, Word and PowerPoint

• Effective verbal, written and presentation skills

• A trusted advisor, demonstrates professionalism and sensitivity and the ability to maintain a high level of confidentiality

• Background and drug screen

Preferred Qualifications

• PHR or SPHR certification

• Master’s degree in an HR related field

• Experience in benefits, compensation, recruiting and other areas of Human Resources, including proficiency with an HRIS system

• Strong change management, negotiation and influencing skills; able to work through ambiguity

• Human Resources experience with companies supporting 1000 or more employees

• Additional related education and/or experience preferred

The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow instructions and perform other related duties as assigned by their supervisor.

Physical Requirements

Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling, and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers.

Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation.
 

The pay scale for this position in:

New York, NY in USD per year is: $130,000 - $150,000

This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate’s education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes.

Additionally, candidates are eligible for a discretionary bonus, and benefits.

Some of the Ways We Prioritize Your Health and Happiness 

•  Healthcare Coverage – Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.

• 401(k) Retirement Plan – Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.

• Paid Time Off – Unlimited Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.

• 12 weeks of Paid Parental Leave

• Maven Family Planning – provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work.

And SO much more! We continue to enhance our program, so be sure to check our Benefits page here for the latest. Our team can share more during the interview process!

Early Warning Services, LLC (“Early Warning”) considers for employment, hires, retains and promotes qualified candidates on the basis of ability, potential, and valid qualifications without regard to race, religious creed, religion, color, sex, sexual orientation, genetic information, gender, gender identity, gender expression, age, national origin, ancestry, citizenship, protected veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote equal employment opportunity and affirmative action, in accordance with all applicable federal, state, and municipal laws. The company also prohibits discrimination on other bases such as medical condition, marital status or any other factor that is irrelevant to the performance of our employees.