JOB DESCRIPTION

POSITION DETAILS

Job Title

Senior Organizational Excellence Manager

Location:

Schaumburg, IL

Supervisor Job Title:

Organizational Excellence Executive

Department:

Organizational Excellence

FLSA Status:

Exempt

Direct Reports:

1

HR Approval Date:

July 2025

POSITION SUMMARY

The Senior Organizational Excellence (OE) Manager is a strategic and operational leader responsible for designing, implementing, and overseeing initiatives that foster a high-performing, engaged, and legally compliant workplace. This role ensures HR strategies, programs, and services are aligned with ASA's mission, strategic plan, and cultural values.

Responsibilities include administration of HR systems, management of compensation and benefits, employee relations, performance management, compliance, and internal communications. The Senior OE Manager serves as a trusted advisor to leadership, driving initiatives that attract, retain, and develop top talent.

Responsibilities include providing leadership and direction to the individual(s) within the work team.

POSITION RESPONSIBILITIES

This position is not static and will be revised as the need of the organization's business evolves.

Major Activity:

Oversee the day-to-day operations of the OE function, ensuring timely delivery of services, achievement of department goals and priorities and provide expertise in OE management.

Major Activity:

Manage and administer compensation program to ensure alignment with ASA's compensation philosophy and strategy. Conduct comprehensive compensation analysis, benchmarking, and salary recommendations.

Major Activity:

Oversee ASA's benefit program, including plan design and administration, compliance, and vendor relationships. Oversee and optimize the organization's leave management program, ensuring compliance with regulatory requirements.

Major Activity:

Oversee the administration of the HRIS and ensure data accuracy, process integrity, and security of employee e-files. Partner with Finance to process bi-weekly and off-cycle payrolls.

Major Activity:

Manage the OE and staff budget and forecasts. Partner with Finance to develop and manage wage and benefits budgets to ensure fiscal discipline and alignment with organizational priorities.

Major Activity:

Serve as the primary escalation point for employee relations matters, conducting investigations, developing action plans, and advising leadership on resolution strategies. Involve HR Executive on complex issues.

Major Activity:

Guide onboarding, training, and leadership development programs for managers and senior leaders. Partner with internal and external resources to address development needs, implement coaching, oversee performance management, and lead succession planning to ensure organizational continuity.

Major Activity:

Lead the bi-ennial employee survey process from design to delivery, analyze results to identify key trends, and drive the implementation of targeted improvement initiatives that enhance employee engagement and organizational performance.

Major Activity:

Champion diversity, equity, inclusion, and belonging (DEIB) initiatives by leading Employee Resource Groups and the DEBI Committee, ensuring programs actively foster an inclusive workplace culture, advance equity, and create a strong sense of belonging that enhances ASA culture.

Major Activity:

Oversee legal compliance with all applicable employment laws and regulations by maintaining up-to-date policies, procedures, and employee handbooks. Monitor and interpret existing and emerging federal and state legislation impacting HR.

Major Activity:

Develop and manage reward and recognition strategies and employee engagement events that align with organizational values, foster a positive workplace culture, and enhance overall employee satisfaction and loyalty.

Major Activity:

Prepare employment related statistical data and other reports to support leadership decision-making.

Major Activity:

Manages work team and resources, including workload and prioritization. Builds and cultivates successful team of high-performing staff who demonstrate strong commitment. Ensures the department meets deadlines and monitors performance against department goals.

Minor Activity:

Ability to perform work in alignment with ASA core values: Dedication, Collaboration, Commitment to Excellence, Continuous Improvement.

Minor Activity:

Other duties may be assigned.

POSITION QUALIFICATIONS
• Bachelor's degree in Management, Business Administration or related field highly desired.
• Professional in HR (PHR or SHRM-CP) certification preferred.
• Minimum 7 years of progressive Human Resources experience. Association experience a plus.
• Minimum 3 years supervisory experience required.
• Knowledge of commonly used concepts, practices and procedures in the field of HR is required.
• HRIS database management experience required. UKG preferred.
• Computer proficiency in a Windows/Microsoft Office environment.
• Strong analytical skills.
• Demonstrates cooperative behavior when working with peers and managers with readiness to assist others and in support of company policies.
• Ability to objectively coach employees and manage complex issues.

WORK ENVIRONMENT AND PHYSICAL DEMANDS

While performing the duties of this job, the employee regularly works in an office environment with light noise. Work may be frequently interrupted. The employee will spend most of the workday sitting, computing, and talking/hearing. Required lifting (boxes) in the 10-25 lb. range requiring the ability to bend at the waist and knee. OSHA Category III: position whose tasks/duties will not put them at risk for exposure to blood and other potentially infectious materials, therefore, universal/standard precautions are not required.

SCHEDULE AND TRAVEL REQUIREMENTS

May require more than 37.5 hours per week to perform the essential duties of the position. Ability to travel to meetings at national, regional, or local venues and fulfill evening or weekend obligations. Under 10% air travel required.

VALUES-BASED BEHAVIORS (STAFF)

We Are Dedicated:

Member / Customer Service Orientation

Takes personal responsibility for every member/customer interaction (internal or external). Provides best-in-class service to build customer loyalty and extend member/customer retention. Handles all member/customer interactions professionally and demonstrates appropriate confidentiality. Provides timely resolution of member/customer inquiries and facilitates problem resolution

Ownership and Commitment

Takes pride in contributing to the organization's success. Represents the organization with professionalism and integrity. Expresses commitment to ASA's mission, vision, and values. Sets challenging, results-based goals. Perseveres when challenges arise to ensure results are achieved. Demonstrates ability to take responsibility and holds oneself accountable for results. Can be depended on to follow up on work tasks and deliver as promised.

We Are Committed to Excellence:

Judgment and Decision-Making

Makes quality decisions in a timely manner, even under uncertain conditions. Considers both short and long-term implications/risks of decisions. Conducts thorough search for information, evaluates alternatives, and chooses the appropriate course of action based on objective data as much as possible. Exercises judgment and independent actions within limits of authority. Includes appropriate people and considers diverse viewpoints in decision-making process. Supports and explains reasoning for decisions. Uses data and analysis to make informed decisions.

Quality and Productivity

Manages time and prioritizes effectively. Uses organizational skills to manage workload and follow tHRough on assignments. Anticipates competing demands of multiple projects and establishes a course to accomplish and meet deadlines, working with manager as needed to re-prioritize and strategize. Plans proper assignments and utilizes time and resources in performance of duties. Produces quality work products that are complete, thorough, clear, and accurate.

We Are Continuously Improving:

Initiative and Innovation

Takes initiative to suggest improvements, seek additional responsibility, and solve problems. Initiates discussions with chain of command and co-workers to improve work processes, quality, interpersonal relations, and work outcome. Presents innovative ideas to improve the organization and work results. Strives to increase productivity and eliminates inefficient work habits and processes. Gathers feedback on new products or initiatives for continuous learning. Values and incorporates the input of diverse perspectives.

Professional Development

Takes responsibility for professional development and growth. Seeks performance feedback. Increases expertise and job knowledge. Identifies areas of strength and weakness and takes action to make improvements. Considers where additional skills or abilities would benefit ASA.

We Are Collaborative:

Communication

Articulates ideas clearly and concisely, both in written and oral communications. Keeps others informed, ensuring effective communication methods to appropriate stakeholders. Demonstrates active listening skills, attending to the conversation and asking clarifying questions. Adds constructively to conversations, cultivating a healthy exchange of ideas and providing opinions in a productive manner.

Collaboration and Teamwork

Establishes and maintains effective work relationships and works cooperatively in group situations. Addresses and resolves conflict effectively.

Offers assistance, resources, and support to co-workers. Identifies and includes appropriate stakeholders in decisions and initiatives. Shows open-mindedness in considering multiple opinions and viewpoints. Fosters an inclusive environment where co-workers feel a sense of belonging.

VALUES-BASED BEHAVIORS (SUPERVISORY STAFF)

Dedication

Managerial staff are expected to also help nurture the dedication of other staff members: Develops and articulates area goals and strategies

Ensures area alignment to strategic vision and goals of the organization. Understands how area of responsibility fits into overall organization. Promotes excitement and dedication tHRough establishing and communicating a vision for the area, communicating how individual jobs tie to the organization's mission and strategic objectives, and celebrating successes.

Commitment to Excellence:

Managerial staff are expected to also show commitment to excellence in the following ways: Plans work and allocates resources effectively, equitably, and efficiently, including personnel planning and ensuring appropriate coverage for customer/member service. Ensures effective recruiting, hiring, and onboarding of new staff (if applicable). Anticipates problems and develops alternative plans. Adjusts for re-prioritization and unforeseen circumstances as needed. Focuses on desired outcomes rather than the activity. Recognizes the financial implication of management decisions. Demonstrates strong budgeting skills, and effectively manages department budget (if applicable). Uses successful techniques in negotiating contract terms and pricing.

Continuous Improvement:

Managerial staff are expected to also do the following to demonstrate continuous improvement: Takes a long-term focus, while taking short-term objectives into account. Improves area processes and efficiencies. Demonstrates strong performance management abilities, ensuring clear expectations and providing timely and direct feedback. Encourages staff ownership and initiative by seeking staff input on decisions, supporting staff ideas, delegating responsibility and decision-making as much as possible, and holding staff accountable for work results. Fosters improvements tHRough diversity, developing and supporting teams with broad representation of backgrounds and experiences. Works to ensure equity in processes, decisions, and opportunities. Helps others realize their potential tHRough development discussions and plans, mentoring, and coaching. Uses staff mistakes and missteps as learning opportunities.

Collaboration

Managerial staff are also expected to do the following to help nurture a collaborative environment: Creates a supportive environment that is aligned with the cultural focus and values of the organization, communicates fully, establishes trust, listens, promotes learning, and remains positive and supportive tHRough change. Addresses issues and challenges directly and productively, initiating frank and open discussions with staff members. Encourages others to bring diverse perspectives and differing opinions to decisions and discussions.