Human Resources Director, HRIS

Summary

The Director, HRIS is responsible for managing the HRIS (human resources information system) environment and maximizing relevant applications in order to capture, maintain, analyze and communicate human resources data to support organizational goals and guide human resources department strategies and tactics. This position leads the implementation of the HRIS modules as we build out the HRIS functionality for building business analytics and intelligence capacity.   This position works closely with all members of the Human Resources department and Senior Management team to leverage technology for streamlining workflow processes and identifying automation efficiencies. 

Essential Functions:

Managing the Child Center’s HRIS system and related applications to meet immediate and long-term organizational business intelligence needs. This includes, but not limited to: Lead /coordinate implementation activities; review and test system patches and upgrades; process automation/ systems integration; determine best process for data migration and sustaining data integrity.

• Identify and collect relevant data for the creation of ad hoc and customized HRIS reports, analyze data to report on key findings, trends, recommendations relevant organizational need and business operations.
• Independently preparing analysis of HR-related data to troubleshoot issues, including missing data, identifying compliance related issues, etc.;
• Managing mass updating initiatives including wage increases, title changes, program modifications, etc.

• Oversees and maintains optimal function of the HRIS, which may include installation, customization, development, maintenance, and upgrade to applications, systems, and modules. 
• Provides technical support, troubleshooting, and guidance, training on system to HRIS users. 
• Collaborates with executive leadership and HR staff to identify system improvements and enhancements; recommends and implements solutions. 
• Manages permissions, access, personalization, and similar system operations and settings for HRIS users. 
• Programs custom functions and documentation such as automated queries, filters and reports. 
• Compiles or assists with the acquisition of complex data reports, summaries, and logs for senior executives and HR staff. 
• Manages time off accruals and union deductions such as initiation fees, dues, political action and benefit related deductions and as subject to various CBAs and agency policies.
• Ensures accurate best practice business process/workflows and other system dependencies are in place within ADP to support benefits administration and open enrollment, and payroll reporting efforts.
• Serves as lead representative and liaison between HR, information services, external vendors, and other stakeholders for HRIS design and implementation projects. 
• Ensures system compliance with data security and privacy requirements. 
• Maintains knowledge of trends and developments in HRIS providers, vendors, and technology. 
• Performs other duties as required. 

Qualifications Required: 

• Bachelor’s degree in Information Technology, Human Resources Management, Business Administration, or related field desired. 
• A minimum of 10 years of -progressive HRIS Human Resources experience in large and complex organizations with a minimum of 1000 employees.
• Or combination of education and experience.
• Thorough understanding of all areas of information systems with a highly technical understanding of Ceridian Dayforce and experience managing module implementations.
• Must be detailed oriented team player who possesses excellent interpersonal, analytical, organizational, communication, conflict resolution and writing skills in order to handle multiple projects and effectively work with numerous constituents. The ability to function with minimal direction, under pressure, and to approach unique problems and situations with creativity and innovativeness is essential.
• Knowledgeable of human resource policies and procedures to ensure the HRIS meets organizational needs and goals. 
• Experience interpreting language in CBAs,

Job Behavioral Expectations:

• Adherence to all policies and practices.
• Punctual and regular attendance.
• Safe and successful performance, including meeting productivity standards.