What are the responsibilities and job description for the Director, Human Resources Information Systems (HRIS) position at Prince George's Community College?
The Director, HRIS provides strategic leadership and operational oversight for the College’s HRIS and related technologies. This position oversees system integrity, compliance reporting, workforce analytics, vendor management, and cross-functional coordination to support institutional decision-making and regulatory requirements. The position serves as the primary liaison across divisions, manages HR technology vendors and staff.
Minimum Qualifications
EDUCATION AND EXPERIENCE
- Bachelor’s degree (or higher) in Human Resources, Information Systems, Business Administration or related field required.
For applicants with a Bachelor’s degree:
- Minimum of seven (7) years of full-time, progressively responsible experience in HRIS administration, HR technology management or a related field
- Minimum of three (3) years of supervisory experience.
For applicants with a Master’s degree (or higher):
- Minimum of five (5) years of full-time, progressively responsible experience in HRIS administration, HR technology management or a related field
- Minimum of three (3) years of supervisory experience.
Criteria
CRITERIA: The following criteria, which are not the sole criteria used in the final hiring decision, will be used to review the applications of those persons who meet the stated minimum qualifications and to select those qualified applicants who will be interviewed. Other information and observations made during the interview process may be considered in the selection process. A Resume/CV and cover letter are required with the application. Please ensure that your documents address the criteria listed below for this position.
ESSENTIAL DUTIES
ESSENTIAL DUTIES
Strategic Leadership and HR Technology Management
- Provide strategic leadership and oversight for the College’s HRIS and related technologies, ensuring efficient and reliable delivery of HR, payroll, and reporting services across the organization.
- Serve as the primary liaison between ECT, Data Science Innovation and Effectiveness (DSIE), Financial Services, and other institutional departments regarding HRIS functionality.
- Provide consultation and strategic guidance to senior leadership regarding workforce data trends, reporting capabilities, and system capabilities
- Monitor emerging HR technologies and best practices to recommend system innovations and enhancements.
HRIS Operations and System Administration
- Oversee daily operations of HRIS systems while establishing and maintaining HRIS governance structures, data standards, security protocols, and internal controls.
- Lead management efforts related to system upgrades, implementation of new modules, and system enhancements.
- Develop and maintain HRIS documentation, procedures, and user guides.
- Oversee administration of the document management system for employee personnel files, recruitment files, and evaluation records
- Oversee development and delivery of training programs for HRIS users across the college.
- Provide user support and guidance to departments regarding HRIS functionality, reporting tools, and system usage.
Data Governance, Reporting, and Analytics
- Direct the development and maintenance of ECT metrics, dashboards, and reports supporting workforce planning, compliance, and executive decision-making.
- Ensure accurate and timely production of required regulatory and institutional reports.
- Oversee workforce analytics initiatives to support strategic talent management and organizational effectiveness.
- Maintain assessment databases and learning analytics related to ECT initiatives, where applicable.
Compliance, Security, and Risk Management
- Ensure HRIS processes comply with federal, state, and local employment laws and regulations (e.g., FLSA, FMLA, ADA, Title IX).
- Oversee system access controls and data security in collaboration with IT and Information Security teams.
- Support internal and external audits related to ECT systems and data.
- Conduct system audits to identify inefficiencies and ensure ongoing data integrity and compliance.
- Coordinate system integrations with internal and external platforms in collaboration with IT and other functional areas.
Project/Vendor Management and Continuous Improvement
- Develop and implement process improvement initiatives that enhance data quality, workflow efficiency, and operational effectiveness.
- Conduct system reviews to identify opportunities for automation and improved service delivery.
- Manage vendor relationships, contracts, and budget for HR technology systems, including oversight of system-related expenditures.
Staff Supervision and Leadership
- Recruit, hire, supervise, and evaluate any assigned staff.
- Establish performance expectations and professional development plans for assigned staff.
- Foster a collaborative, customer-focused team environment that supports innovation and continuous improvement
- Perform other duties as assigned
KNOWLEDGE, SKILLS AND ABILITIES
- Extensive knowledge of HR technology platforms, enterprise systems, and related software applications, including proficiency in Microsoft Office Suite.
- Extensive knowledge of current HR practices and applicable federal, state, and local labor laws, regulations, and compliance requirements.
- Strong analytical skills with the ability to evaluate complex data, generate comprehensive reports, develop workflow documentation, and conduct audits to ensure data integrity and accuracy.
- Demonstrated project management skills with the ability to lead multiple initiatives and meet established timelines.
- Excellent leadership, interpersonal, and communication skills, with the ability to collaborate effectively with internal stakeholders, external vendors, and diverse groups.
- Ability to maintain strict confidentiality and exercise sound judgment when handling sensitive and confidential information.
Job Requirements
PHYSICAL REQUIREMENTS
Must have the use of sensory skills in order to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle or feel objects and controls. Physical capability to effectively use and operate various items of office related equipment, such as, but not limited to a, personal computer, calculator, copier, and fax machine. No significant climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping, and repetitive motions.
OTHER REQUIREMENTS
- Ability to communicate effectively in spoken and written standard English.
- As required by the 1986 Immigration Act, be prepared to present acceptable documentation showing your identity and that you are a U.S. citizen or an alien who is authorized to work.
- A background investigation will be conducted prior to the offer of employment. A signed authorization for the release of personal information will be required if selected for an interview.
ACCOMMODATIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Prince George’s Community College provides reasonable accommodations when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. Accommodation determinations are made on a case-by-case basis. If reasonable accommodation is needed, please contact the Equity, Culture, and Talent (ECT) department
To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Prince George’s Community College provides reasonable accommodations when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. Accommodation determinations are made on a case-by-case basis. If reasonable accommodation is needed, please contact the Equity, Culture, and Talent (ECT) department
Is Background Check Required?
Yes
Is the incumbent responsible for working with minor children or directly engaging with minor children on campus?
No