What are the responsibilities and job description for the HRIS Lead/Director position at Morehouse School Of Medicine?
Please see Special Instructions for more details.
This position may be funded partially or fully by sponsored/extramural funding and employment is contingent upon the continuance of funding
We seek a Manager of Human Resources Information Systems (HRIS) with a proven track record and a deep understanding of HRIS (Human Resources Information Systems) implementation and management.
The ideal candidate will possess exceptional leadership skills, a strong grasp of HR best practices, and the ability to leverage HRIS technology to optimize our human capital management processes. This role will be pivotal in shaping our organization’s people strategy while ensuring the efficient and effective use of HRIS tools to streamline operations.
What you’ll do:
The Manager of HRIS has a critical role in supporting MSM’s growth ambitions as it embraces the opportunity for enterprise expansion. The focus is on designing and building the HRIS systems, which results in an exceptional digital employee experience anchored in a manager and employee self-service first model. HRIS must catalyze change, and contemporary digital practices must be adopted consistently globally. The current HRIS system is Banner and is under review with our enterprise partners.
This transformation involves putting employee and manager experience at the center of the experience. Given the scale of this challenge, you will need to demonstrate that you have led HR digital transformations in the past. Having an enterprise mindset and great change management skills will be needed, along with being pragmatic and ruthlessly prioritizing how much change can be delivered over a multi-year program.
This role reports to the AVP of HR Technology and Operations. Working closely with the HRLT the ideal candidate will understand the unique issues HR faces and be sensitive to these so that disruption is minimized. The HRIS Manager will report to the AVP Technology and is required to work closely with other members of the HR team and HR COE leaders and be closely aligned with IT.
HRIS Leadership:
- Execute plans and implementation, administration, and maintenance of the organization’s HRIS system. Collaborate with IT teams to ensure system integration, data security, and compliance.
Process Enhancement:
- Continuously evaluate HR processes and workflows to identify opportunities for optimization and automation using the HRIS system. Streamline data collection, reporting, and analysis for informed decision-making.
Data Integrity:
- Ensure accurate and up-to-date employee data within the HRIS system.
Implement data quality controls, regular audits, and maintenance procedures to
maintain data integrity.
maintain data integrity.
Security:
- Ensure implementation of role-based security across the institution related to people data and HR data governance. Developing an HR data governance strategy and working across our partners to implement it, including teaming with the enterprise data warehouse team, IT team, and the connections across all our reporting tools.
- Change Management: Guide the organization through HRIS implementation and upgrades, ensuring effective communication, training, and user adoption to maximize system utilization.
- Oversee and maintain optimal function of MSM’s HR Information Systems, which may include database management, system configuration, solution development, ongoing maintenance, and support of upgrades to applications, systems, and modules. Provides analytical and functional/technical support to ensure these systems work efficiently to meet MSM’s current and future data needs.
- Oversees and maintains internal database files, tables, solution security, and data integrity through regular audits and data analysis.
- Works with business and technical staff to install, implement, modify, and upgrade software and applications to meet changing business needs and enable technology support. Ensures HR-related systems are regularly updated and compliant with relevant local and national regulations.
- Provides functional and technical support, troubleshooting, and guidance to HR staff and employees where required.
- Compiles or assists with the acquisition of complex data reports, summaries, and logs requested by senior executives and HR staff.
- Design and generate recurring and ad-hoc reports (examples: dashboards, turnover, benefits reports, etc.). Ensure compliance reporting such as EE0-1, AAP reporting, and IPEDS is successfully completed and delivered to specification.
- Assist with integrating the ERP with tertiary systems related to MSM’s Human Capital platforms. Collaborates with the IT team to perform regular tests and upgrades to the ERP and serve as lead of HR system implementations and special projects.
- Collaborates with executive leadership and HR staff to identify needed improvements and enhancements to existing information services and databases; recommends and implements solutions.
- Partner with HR process owners to develop strategies, objectives, and roadmaps for HRIS applications that are in alignment with functional goals.
- Design user-friendly processes, guidelines, and documentation to ensure all end-users of HR systems have the knowledge to operate them appropriately.
- Translate functional requirements into technical specifications for development, data mapping, function mapping, setting of development tables, and setting of transaction/control tables.
- Manage the project plan and status reporting for projects in the area of responsibility in partnership with the IT team as appropriate.
- Maintains knowledge of trends and developments in data management and security, HR technology, and HRIS applications.
- Other duties as assigned.
Knowledge, Skills, and Abilities
- Knowledge of principles and procedures in HR Information Systems.
- Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- Knowledge of employment laws, government regulations, executive orders, and agency rules.
- Strong analytical, problem-solving, and analytical skills.
- Ability to exercise good judgment and maintain confidentiality.
- Systems thinking abilities to advance the use of technology in support of the advancement of all matters related to Human Capital Management
Supervisory Responsibilities:
- May supervise 1 or more employees within the department. In doing so, it provides guidance in daily activities to include but not be limited to data management, system updates, solution upgrades, testing, deployment, reporting, and other duties as needed to sustain the HR technology platforms.
Core Competencies:
- Communication – In addition to using highly developed analytical, technical, computer, oral, and written communication skills use high-level persuasion and negotiation skills.
- Judgment/Decision Making – Provides input into strategic decisions that affect planning, policies, practices, and operations for a department, function and/or school/college.
- Accountability & Self-Management – Has full responsibility for interpreting, organizing, and executing assignments.
- Supervision – Receives limited direction typically related to complex projects/situations. – Supervisors in this category manage a department, unit, or major project(s) and are responsible for employment and termination decisions.
- Problem Solving & Analysis – is generally expected to interpret and apply institutional policies, manage resources and initiate actions to achieve broadly defined objectives.
- Budgetary Decisions – Provides input into the budget planning process and is responsible for controlling and recommending budget expenditures within own area.
Location of role:
- This role will be based in Atlanta, GA.
The ideal candidate is likely to have worked in large national organizations and has led large digital change and transformation projects; have had a consultant background or worked for a HRIS provider / 3rd party integrator.
Minimum Qualifications
- Bachelor’s Degree or higher from a regionally accredited college or university
- Proven experience (5-8 years) as an HRIS Manager, HRIS Administrator, or similar role.
- In lieu of educational requirements, experience may be substituted on a year-for-year basis.
- Proficiency in HRIS platforms (e.g., Workday, SAP, Oracle), with the ability to configure and customize system settings.
- Strong analytical skills to interpret data, generate reports, and make informed recommendations.
- Knowledge of HR processes, policies, and compliance requirements.
- Excellent project management skills, with the ability to lead system implementations and upgrades.
- Exceptional attention to detail and data accuracy.
- Effective communication skills, both written and verbal.
- Ability to collaborate and work cross-functionally with various teams.
- Understanding of data privacy regulations (e.g., GDPR, HIPAA) and best practices.
- Experience maintaining strict confidentiality of data and information.
- Ability to influence and manage change and deal effectively with change management initiatives.
- Strong planning and project management skills.
- Experience in understanding and translating the priorities of the business and integrating the HR value proposition and strategies to meet the needs of the business.
- Track record of strong business partnership and cross-functional collaboration within a dynamic environment; a strategic leader who takes initiative and ownership.
- Strong analytical, troubleshooting, and problem-solving skills are required.
- Must be highly proficient in Microsoft Word, Excel, PowerPoint, Outlook, reporting, and analytics solutions such as Cognos and/or Power BI.
Preferred Qualifications
- Workday implementation experience is preferred.
- Experience working with databases and software systems – Workday, Ellucian/Banner, PeopleAdmin, ServiceNow, Cornerstone, and Org Plus experience is preferred.
- Minimum of ten (6) years of progressive HR experience, with at least 3-5 years in a supervisory role assisting with HR technology implementations.
- Strong analytical skills to interpret HR data and trends.
- Demonstrated experience leading organizational change and managing stakeholders through system implementations or upgrades.
- Proven ability to diagnose complex HR challenges, develop effective solutions, and drive results.
- Comfortable working in a dynamic environment and adjusting to shifting priorities
Closing Date
Open Until Filled
Yes
Special Instructions to Applicants
This position may be funded partially or fully by sponsored/extramural funding and employment is contingent upon the continuance of funding
Quick Link
https://careers.msm.edu/postings/22413
EEO Statement Summary
Morehouse School of Medicine is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Georgia State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Morehouse School of Medicine does not discriminate on the basis of race, age, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, or gender identity or expression.
Job Duties
Description of Job Duty
This candidate will be well-networked and have a strong understanding of current digital best practices.
As the HRIS Manager, you will:
As the HRIS Manager, you will:
- Assist with developing a global HR Technology strategy and deploying it successfully throughout the organization.
- Bring specialist skills and knowledge in HR technology
- Provide technical support to the design and deliver HR Technology solutions, with strong knowledge of Banner, Workday, People Admin, and/or other ERP platforms.
- Team with other members of the HRIS team.
- Ongoing continuous improvement and maintenance of HR Technology solutions
- To deliver data-driven workforce insights to drive action and inform decisions.
- Execute and support the systems part of cyclical processes – e.g. performance management cycle, pay planning etc.
- Support HR/COEs with the preparation of training and communication materials.
- Determine opportunities for shared services and maximize the opportunity to centralize activity and reduce duplication and complexity.
- Manage 3rd party vendors effectively, i.e., HR modules of Banner, People Admin, Cornerstone, etc.
- Bring outside in/thought technology leadership.
Pre-Employment/Employment Requirements
All offers of employment are contingent upon successful completion of all pre-employment screenings.
Immunization
Immunization Requirements
It is MSM’s Immunization policy that all Prospective Employees are encouraged to provide proof that they are vaccinated against COVID-19 prior to commencement of employment. If employment will commence during Flu Season, MSM requires all individuals to provide proof that they are vaccinated against Seasonal Influenza for the current Flu Season, unless granted an exemption. Failure to provide proof of vaccination for any required vaccines or obtain an exemption from MSM will result in rescission of a candidate’s offer of employment or disciplinary action up to and including termination.
Posting Specific Questions
Required fields are indicated with an asterisk (*).
- * Please describe how this position fits in with your professional goals and objectives.
(Open Ended Question)
- * What is the highest level of education you have completed?
- Terminal degree (Ph.D., Ed.D., J.D. or other) from a regionally accredited college or university
- Masters degree from a regionally accredited college or univeristy
- Bachelors degree from a regionally accredited college or university
- Associate's degree from a regionally accredited college or university
- High School diploma or GED
- My college degrees were conferred but are not accredited or recognized by the Dept. of Education
- * How many years of directly related work experience do you have as it pertains to HRIS?
- I have 1 year directly related HRIS experience
- I have 2- 4 years directly related HRIS experience
- I have 5 - 7 years directly related HRIS experience
- I have 8 or more years directly related HRIS experience
- * Please describe your HRIS experience including the number of years of experience in ERP and your role/involvement with systems implementation.
(Open Ended Question)
- * Please provide your salary requirement. Do Not Enter Negotiable, a specified salary range is required. Not providing a salary requirement will result in your application being incomplete and will not be considered.
(Open Ended Question)
Applicant Documents
Required Documents
Optional Documents
- Cover Letter
- Curriculum Vitae or Resume
- Letter of Reference 1
- Letter of Reference 2
- Other Document
