HRIS Manager - University of the District of Columbia

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HRIS Manager

Summary

Title:	HRIS Manager
ID:	610
Department:	Talent Management
Location:	UDC- Main Campus Van Ness Campus – NW

Description

Administrative Staff (Non-union) Listing
Listing:	The Human Resources Information System (HRIS) Manager reports to the Vice President of Human Resources and is responsible for leading, developing and implementing the short and long-range strategies for systems, processes, communications and policies that enable continuous quality and productivity improvement for the institution. This position delivers technology solutions that effectively support the operations and delivery of HR services to the organization. Assures technology supports efficient operations and communication of accurate timely data between customers, end users and various vendors. This position provides leadership, coordination and strategic planning to accomplish department, as well as institutional goals and objectives. This position must be a strategic thought leader who collaborates effectively with internal and external clients at all levels. Number of Vacancies: 1 Area of Consideration: Open to the Public Position Status: Full-time, Regular Pay Plan, Series & Grade: Salary Range: $63,386 - $75,463 Closing Date: Open Until Filled Location: Van Ness Campus, Washington, DC Brief Description of Duties Manage HR and Payroll processing operations and projects, to include outsourced payroll vendors. Train, coach and assure the performance of an effective and responsive team. Serves as a team leader within the department, conduct data analysis, provide information/advice on the impact of programs, initiatives and strategies that affect the University community. Problem solves and provide recommendations for Vice President, Human Resources, demonstrating an understanding of the business operations to move projects forwards with some direction. Responsible for responding to internal and external auditors requests as it relates to Payroll and employee data. Responsible for overseeing the University’s web based intake forms to ensure information is distributed properly to Human Resources and Finance staff. Responsible for overseeing position and vacancy management. Responsible for providing technical support, maintenance, and assistance to the internal Human Resources Management System to other information systems related to human capital management. Develops and implements procedures, resolves technical problems, and provides technical assistance and advisory services to the HR staff regarding an automated HR management, processing, and records system. Serves as a technical point-of-contact for assigned functional areas and assists Human Resources Specialist with ensuring procedural integrity of data, system change tests, reporting, and process improvement analysis. Interfaces with the ASMP on the PeopleSoft components of Human Resources Processing and Payroll Processing systems. Provides HRIS support and analysis to HR staff to leverage Peoplesoft processes to generate reports and to meet the needs of HR and agency users of Peoplesoft. Assists in the application of Human Resources Management Systems (HRMS) and Human Resources Information System (HRIS) upgrades or patches. Collaborates with HR staff to coordinate application of procedural upgrades or fixes. Maintains HRMS system tables, to include the human resources and payroll components of PeopleSoft. Documents processes and results. Researches and assists in resolving HRMS/HRIS problems, unexpected data entry results or process flaws; devises alternate methods to meet requirements unique to the environment of the University. Interfaces with the Office of Pay and Retirement, ASMP and other third parties. Performs general research and analysis of HRIS data related to HR processing and PeopleSoft transactions and prepares reports and queries. Creates and maintains automated reports on terminations and other required areas. Generates and/or documents personnel actions, and/or to develops complex reports in response to management requests for data and statistics. Creates complex queries to provide program statistics to management. Generates monthly manpower and other required statistical reports for agency reporting compliance. Develops procedures for routine collection of demographic, employee record and payroll information. Tracks documentation procedures and records controls procedures unique to UDC as an independent agency. As needed, processes a variety of related and recurring personnel actions for the University. Verifies action requests for inclusion of supporting documents and determines the nature of actions needed to update employee data. Analyzes conflicting or insufficient data to determine the applicability of established methods; tests different technical approaches and projections; and considers probable areas of future changes in all HRIS systems design, equipment layout, or projected human resources system requirements. Ensures the appropriate nature of action code required to process actions and determines whether all requirements are met to code and input data into the PeopleSoft HR and Payroll automated systems. Conducts PeopleSoft user trainings to the University community with regards to general and specific HRIS policies and procedures. Develop, edit, and revise internal HRIS Job Aides for the PeopleSoft systems; drafts supporting instructions. Provides information on various HRIS systems, processes and procedures, to include brochures, applications job aides and other HR documents to employees. Perform other related duties as assigned. Required Qualifications BA/BS in Human Resources or related field or an equivalent combination of education and experience. Master’s Degree preferred. Three (3) years of related work experience, with one year of supervisory experience.Information to Applicant Collective Bargaining Unit (Union): This position is not part of the collective bargaining unit. Employment Benefits Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the University of the District of Columbia' s retirement plan (TIAA-CREF). Equal Opportunity Employer: All qualified candidates will receive consideration without regard to actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations. Notice of Non-Discrimination: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the University of the District of Columbia does not discriminate on the basis of actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action. Veterans Preference: Applicants claiming veterans preference must submit official proof at the time of application. Residency Preference: The Residency Preference Amendment Act of 1988, D.C. Law 7-203, created a system in which provides that any applicant for employment in the Career or Educational Services who is a bona fide resident of the District of Columbia may claim a residency reference at the time of application. An applicant selected for an appointment based on District residency will be required to submit no less than eight (8) proofs of bona fide District residency. Bona fide District residency must be maintained from the date of appointment to the position for seven (7) consecutive years. Failure to maintain bona fide District residency for the (7) year period will result in forfeiture of employment. Drug-Free Workplace: Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of any criminal drug statute occurring in the workplace. Background Investigation: Employment with the University of the District of Columbia is contingent upon a satisfactory background investigation. The determination of a "satisfactory background investigation" is made at the sole discretion of the University of the District of Columbia. The University may refuse to hire a finalist, rescind an offer of employment to a finalist or review and may terminate the employment of a current employee based on the results of a background investigation. Disposition of Resume: Resumes received outside the area of consideration and/or after the closing date will not be given consideration. You must resubmit your resume to receive consideration for any subsequent advertised position vacancies. For the purpose of employment, resumes are not considered job applications. Therefore, if selected for employment a UDC application will be required. Job Offers: Official Job Offers are made by the University of the District of Columbia, Office of Human Resources Only. Contact Information: All inquiries related to employment and job applications should be directed to UDC Office of Human Resources at (202) 274-5020. The University of the District of Columbia is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans and persons with disabilities are encouraged to apply. For a full version of the University’s EO Policy Statement, please visit: http://www.udc.edu/equal opportunity/.

Administrative Staff (Non-union) Listing

Listing:

The Human Resources Information System (HRIS) Manager reports to the Vice President of Human Resources and is responsible for leading, developing and implementing the short and long-range strategies for systems, processes, communications and policies that enable continuous quality and productivity improvement for the institution. This position delivers technology solutions that effectively support the operations and delivery of HR services to the organization. Assures technology supports efficient operations and communication of accurate timely data between customers, end users and various vendors. This position provides leadership, coordination and strategic planning to accomplish department, as well as institutional goals and objectives. This position must be a strategic thought leader who collaborates effectively with internal and external clients at all levels.

Number of Vacancies: 1

Area of Consideration: Open to the Public

Position Status: Full-time, Regular

Pay Plan, Series & Grade:

Salary Range: $63,386 - $75,463

Closing Date: Open Until Filled

Location: Van Ness Campus, Washington, DC

Brief Description of Duties

Manage HR and Payroll processing operations and projects, to include outsourced payroll vendors. Train, coach and assure the performance of an effective and responsive team.
Serves as a team leader within the department, conduct data analysis, provide information/advice on the impact of programs, initiatives and strategies that affect the University community.
Problem solves and provide recommendations for Vice President, Human Resources, demonstrating an understanding of the business operations to move projects forwards with some direction.
Responsible for responding to internal and external auditors requests as it relates to Payroll and employee data.
Responsible for overseeing the University’s web based intake forms to ensure information is distributed properly to Human Resources and Finance staff.
Responsible for overseeing position and vacancy management.
Responsible for providing technical support, maintenance, and assistance to the internal Human Resources Management System to other information systems related to human capital management.
Develops and implements procedures, resolves technical problems, and provides technical assistance and advisory services to the HR staff regarding an automated HR management, processing, and records system.
Serves as a technical point-of-contact for assigned functional areas and assists Human Resources Specialist with ensuring procedural integrity of data, system change tests, reporting, and process improvement analysis.
Interfaces with the ASMP on the PeopleSoft components of Human Resources Processing and Payroll Processing systems. Provides HRIS support and analysis to HR staff to leverage Peoplesoft processes to generate reports and to meet the needs of HR and agency users of Peoplesoft.
Assists in the application of Human Resources Management Systems (HRMS) and Human Resources Information System (HRIS) upgrades or patches. Collaborates with HR staff to coordinate application of procedural upgrades or fixes.
Maintains HRMS system tables, to include the human resources and payroll components of PeopleSoft. Documents processes and results.
Researches and assists in resolving HRMS/HRIS problems, unexpected data entry results or process flaws; devises alternate methods to meet requirements unique to the environment of the University. Interfaces with the Office of Pay and Retirement, ASMP and other third parties.
Performs general research and analysis of HRIS data related to HR processing and PeopleSoft transactions and prepares reports and queries. Creates and maintains automated reports on terminations and other required areas. Generates and/or documents personnel actions, and/or to develops complex reports in response to management requests for data and statistics.
Creates complex queries to provide program statistics to management. Generates monthly manpower and other required statistical reports for agency reporting compliance.
Develops procedures for routine collection of demographic, employee record and payroll information. Tracks documentation procedures and records controls procedures unique to UDC as an independent agency.
As needed, processes a variety of related and recurring personnel actions for the University.
Verifies action requests for inclusion of supporting documents and determines the nature of actions needed to update employee data. Analyzes conflicting or insufficient data to determine the applicability of established methods; tests different technical approaches and projections; and considers probable areas of future changes in all HRIS systems design, equipment layout, or projected human resources system requirements.
Ensures the appropriate nature of action code required to process actions and determines whether all requirements are met to code and input data into the PeopleSoft HR and Payroll automated systems.
Conducts PeopleSoft user trainings to the University community with regards to general and specific HRIS policies and procedures.
Develop, edit, and revise internal HRIS Job Aides for the PeopleSoft systems; drafts supporting instructions. Provides information on various HRIS systems, processes and procedures, to include brochures, applications job aides and other HR documents to employees.
Perform other related duties as assigned.

Required Qualifications

BA/BS in Human Resources or related field or an equivalent combination of education and experience. Master’s Degree preferred.
Three (3) years of related work experience, with one year of supervisory experience.Information to Applicant

Collective Bargaining Unit (Union): This position is not part of the collective bargaining unit.

Employment Benefits
Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the University of the District of Columbia' s retirement plan (TIAA-CREF).

Equal Opportunity Employer: All qualified candidates will receive consideration without regard to actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations.

Notice of Non-Discrimination: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the University of the District of Columbia does not discriminate on the basis of actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.

Veterans Preference: Applicants claiming veterans preference must submit official proof at the time of application.

Residency Preference: The Residency Preference Amendment Act of 1988, D.C. Law 7-203, created a system in which provides that any applicant for employment in the Career or Educational Services who is a bona fide resident of the District of Columbia may claim a residency reference at the time of application. An applicant selected for an appointment based on District residency will be required to submit no less than eight (8) proofs of bona fide District residency. Bona fide District residency must be maintained from the date of appointment to the position for seven (7) consecutive years. Failure to maintain bona fide District residency for the (7) year period will result in forfeiture of employment.

Drug-Free Workplace: Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of any criminal drug statute occurring in the workplace.

Background Investigation: Employment with the University of the District of Columbia is contingent upon a satisfactory background investigation. The determination of a "satisfactory background investigation" is made at the sole discretion of the University of the District of Columbia. The University may refuse to hire a finalist, rescind an offer of employment to a finalist or review and may terminate the employment of a current employee based on the results of a background investigation.

Disposition of Resume: Resumes received outside the area of consideration and/or after the closing date will not be given consideration. You must resubmit your resume to receive consideration for any subsequent advertised position vacancies. For the purpose of employment, resumes are not considered job applications. Therefore, if selected for employment a UDC application will be required.

Job Offers: Official Job Offers are made by the University of the District of Columbia, Office of Human Resources Only.

Contact Information: All inquiries related to employment and job applications should be directed to UDC Office of Human Resources at (202) 274-5020.

The University of the District of Columbia is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans and persons with disabilities are encouraged to apply. For a full version of the University’s EO Policy Statement, please visit: http://www.udc.edu/equal opportunity/.

This opening is closed and is no longer accepting applications