About us

More than 60 years as a leader in Spain in general business services. The Grupo EULEN has more than 7,000 clients in 11 countries, more than 75,000 employees, and more than 80 services in the market.

Our reputation for providing cost-effective and efficient quality services is recognized within the aviation industry. We are currently servicing most major airlines at the country's airports. We offer services in all areas of the ramp, cabin cleaning, janitorial, security, passenger, and baggage handling operations.

Job Summary

The HRIS Manager's responsibility is to provide leadership, analytical, and technical support to the Human Resources Information System department and serves as the liaison to other functional areas such as Benefits, Human Resources, and Recruiting. The HRIS Manager is also responsible for leading payroll and Finance practices. Develop methods to measure the effectiveness of all people programs, uncover insights and opportunities; and build successful systems platforms to drive the unification of processes.

Key Responsibilities

• Implementation, maintenance, and release management of the Human Resource Management
• System (HRMS) (Kronos, Pro)
• Technical point-of-contact for assigned functional areas and assists subject matter experts with ensuring data integrity, testing of system changes, report writing, and analyzing data flows for process improvement opportunities
• Performs regular audits to validate that all data in UKG is current, complete, and accurate
• Collaborate effectively with other functional departments to align process and data management in UKG Pro / Kronos
• Provide support for HRMS including, but not limited to, researching and resolving HRMS problems, unexpected results, or process flaws; perform scheduled activities; recommend solutions or alternate methods to meet requirements
• Recommend process/customer service improvements, innovative solutions, policy changes, and/or major variations from established policy. Serve as a key liaison with third parties and other stakeholders (e.g. payroll). Use project management skills in managing projects. May provide overall project management for a given HR initiative.
• Creates, runs, and schedules custom reports for supported functional areas
• Identifies, writes, and implements Human Resources policies and guidelines regarding HRIS
• Design and enhance HR reports, and dashboards that are aligned with business strategies, benchmarking, and best practices as guiding standards
• Develop and maintain a process to track Talent/HR Score cards and monthly metrics
• Support application enhancements, upgrades, and implementations
• Responsibility to collect and design metrics that tie to both short-term and longer-term talent management strategy and reporting directly to talent management leadership
• Lead annual payroll audit preparation
• Participate in the development of new data sources and collection methods, research best industry practices
• Participate in special projects as required
• Adhere to confidentiality policies within Human Resources and ensures HR database is accurate and secure
• Participation in departmental projects and initiatives with a focus on strategic workforce planning and systems and processes that are tied to the employment life cycle
• Support Of Kronos and Pro and system upgrades, testing, and other technical projects
• Perform other related duties as assigned

Key Qualifications

• Bachelor's degree in Human Resources, Information Technology, or related field, or equivalent experience required.
• A minimum of 3 years experience managing Payroll and Human Resources Information Systems in an HR function
• Advanced knowledge of the Microsoft Office Suite, especially Excel and its advanced functions, is required
• In-depth knowledge of UKG

What you will need

• Ability to speak and understand Spanish / English
• A highly analytical, organized, and detail-oriented professional who can work independently, but who also functions as a team member
• Demonstrated ability to read and understand the documented processes and financial budgets
• Ability to plan, organize and implement in a dynamic environment
• Excellent writing and communication skills including interpersonal, negotiation, and conflict-resolution abilities
• Must be able to obtain a SIDA Badge from the airport
• Must pass a pre-employment drug screen and background check

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. The noise level in the work environment is typical of that of an office. Incumbent may encounter frequent interruptions throughout the work day.

Physical Demands

This is largely a sedentary role and required being able to remain in a stationary position for prolonged periods of time. The person in this position is required to move/traverse inside the office to access file cabinets, office equipment, etc. The person in this position regularly communicates with others in person, by phone, or by correspondence.

EEOC

Grupo Eulen is an equal opportunity employer and will consider all applicants without regard to race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, and all other protected classes recognized or any other characteristic protected under applicable federal, state, or local law

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)