Sys Manager HR People Connections - Quality-Data-Governance

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.

The System Manager, People Connections - Quality, HR Data and Policy Governance (HR Data and Policy Manager) is the operational lead for HR data integrity, access controls, regulatory reporting, and policy administration. This role owns the design, implementation, and continuous maturity of an enterprise HR data governance program and the end-to-end HR policy management lifecycle to ensure accurate, secure, auditable, and compliant people data that supports strategic decision making and ministry-wide operations. The role leads a team of senior analysts and analysts, partners with People Team leaders, Legal/Privacy, IT and Security, and directly supports the Director in enterprise quality initiatives.

HR Data Governance

• Drive the enterprise HR data governance roadmap: establish data ownership and stewardship models, define enterprise-wide HR data definitions and quality standards for key HR metrics, and operationalize data governance KPIs and SLAs.
• Build and lead a cross-functional Data Governance Committee: recruit, onboard, and enable data stewards across all People COEs and key business stakeholders; establish clear roles, responsibilities, decision rights, and escalation paths.
• Implement and monitor data quality controls, validation routines, and reconciliation processes; report on data health and lead remediation plans to address systemic quality gaps.
• Oversee processes for approving and revoking access to HR data. Maintain and enforce least‑privilege access models, segregation-of-duties principles and manage controls for accessing sensitive HR data within Workday and other HR systems. 
• Coordinate internal and external audits (OFCCP, E&Y, Kodiak, etc.) including the development, delivery and tracking of action plans documenting findings and remediation plans.
• Partner with Legal/Privacy to ensure HR data handling practices satisfy privacy laws and company policy requirements.

HR Policy Administration

• Own end-to-end HR policy administration: intake, drafting, cross-functional review, approval governance, publication, communication, operational impact assessment, and retirement.
• Provide oversight to the HR Policy Review Committee: drive timely reviews and re-approvals per the policy review cadence. Ensure committee meetings are scheduled and run efficiently. Direct team to prepare agendas and materials, present proposed policy changes, capture decisions, and maintain meeting minutes and action plans.
• Lead comprehensive impact analyses for proposed and revised policies—assessing operational processes, system configurations (including Workday and reporting), employment law and regulatory exposure, and change management requirements.
• Conduct policy benchmarking and research: analyze market practices, regulatory trends, and legislative changes to recommend policy updates that reduce risk and align to best practice.
• Maintain audit-ready documentation: retain approval records, committee materials, and impact assessments to support audits, compliance reviews, and governance reporting.

Leadership and Continuous improvement

• Manage, mentor, and develop a high-performing, highly engaged team; set priorities, conduct performance management, and foster professional growth. 
• Drive a culture of continuous improvement, service excellence, and accountability; establish metrics and reporting to demonstrate program value, risk reduction, and operational efficiency.
• Identify and implement process, tool, and automation improvements to scale governance operations efficiently.

The job summary and responsibilities listed above are designed to indicate the general nature of the work performed within this job. They are not designed to contain or be interpreted as a comprehensive inventory of all job responsibilities required of employees assigned to this job. Employees may be required to perform other duties as assigned.

• Bachelor’s Degree in related discipline or equivalent experience. Minimum of seven years progressive experience working in Human Resources.
• 2+ years in people-leader or team lead capacity preferred.
• Must have demonstrated knowledge and/or skills in the following areas:
• Demonstrated ability to build programs, policies, and data quality frameworks
• Solid analytical skills with the ability to analyze large datasets and perform root cause analysis
• Strong written and verbal communication and effective presentation skills
• Demonstrates good judgment in making decisions and solving problems
• Ability to lead others through change
• Proven ability to train and develop staff
• Understanding of HR industry, processes, technology, vendors and tools; Workday experience preferred
• Ability to organize information, people and messages to deliver strategic initiatives
• Ability to work with geographically distributed teams and cross‑functional stakeholders
• Ability to operate in a fast-paced, cross-functional environment