HRIS Manager

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The HRIS Manager is responsible for the strategic management, administration, optimization, and continuous improvement of Human Resources information systems and workforce data operations. The position serves as the functional owner of HR technology and the focal point for HR data operations, providing direction for the systems, processes, staff, and controls necessary to maintain accurate, secure, and reliable HR information. The position serves as the primary liaison between Human Resources, Information Technology, system vendors, and institutional stakeholders and translates HR business requirements into effective technology and data solutions.

HRIS & TECHNOLOGY MANAGEMENT - 30%

1. Serve as the functional owner and subject matter expert for Human Resources information systems, applications, and related enterprise technology solutions.
2. Define, prioritize, and oversee HR technology needs and objectives in alignment with HR and institutional strategic priorities.
3. Administer, configure, maintain, and optimize HR technology applications, including system security, user roles, workflows, organizational structures, position data, reporting relationships, and other system configurations.
4. Coordinate system enhancements, upgrades, integrations, testing, implementations, and new functionality, ensuring solutions meet business requirements and operational needs.
5. Partner with Information Technology, vendors, and institutional stakeholders to troubleshoot and resolve complex system issues, identify root causes, and implement sustainable solutions.
6. Evaluate existing and emerging HR technologies and make recommendations regarding system capabilities, functionality, integrations, automation, and technology investments.
7. Develop and maintain system documentation, technical procedures, configuration documentation, business requirements, and user guides.
8. Establish and maintain processes to ensure HR technology systems support regulatory requirements, institutional policies, data security, business continuity, and operational effectiveness.
9. Lead or participate in institutional HR technology projects, implementations, system conversions, integrations, and other strategic technology initiatives.

1. Direct the development, maintenance, and distribution of complex operational, management, compliance, and executive-level HR reports.
2. Develop and maintain interactive dashboards, workforce metrics, and business intelligence solutions that provide HR leadership and institutional decision-makers with actionable workforce information.
3. Extract, integrate, analyze, validate, and interpret workforce data from multiple enterprise systems and data sources.
4. Develop and maintain reporting solutions using enterprise reporting and data analysis platforms, including SQL-based reporting tools, Business Intelligence platforms, Microsoft Access, Microsoft Excel, and other reporting applications.
5. Utilize advanced data analysis and modeling techniques, including Power Query, Power Pivot, complex formulas, pivot tables, lookup functions, data modeling, and related analytical tools.
6. Develop recurring executive and business-unit dashboards supporting workforce planning, recruitment, retention, turnover, compensation, diversity, compliance, and other strategic HR initiatives.
7. Establish data validation and quality assurance processes to ensure the accuracy, consistency, completeness, and reliability of workforce reporting.
8. Manage and coordinate responses to FOIA requests, regulatory and compliance reporting, audits, institutional data requests, and other requests requiring the extraction, analysis, interpretation, or presentation of HR data.
9. Translate complex workforce data into meaningful information and recommendations that support strategic decision-making and organizational planning.

1. Analyze HR business processes, workflows, and service delivery models to identify opportunities to improve efficiency, scalability, customer service, data quality, and operational effectiveness.
2. Lead the design, development, implementation, and maintenance of automated HR workflows, electronic forms, approval processes, notifications, and other technology-enabled solutions.
3. Utilize workflow automation and business process management platforms, including Smartsheet and other applicable technologies, to reduce manual processes and improve transaction accuracy and timeliness.
4. Partner with HR leadership and functional teams to redesign business processes and translate operational requirements into sustainable technology solutions.
5. Identify opportunities to integrate HR systems and eliminate redundant, disconnected, or manual processes.
6. Research emerging technologies, automation capabilities, artificial intelligence, analytics tools, and other solutions and evaluate their potential application to HR operations.
7. Lead and/or participate in cross-functional HR technology projects and special initiatives, including project planning, requirements gathering, testing, implementation, change management, and post-implementation evaluation.
8. Establish project priorities, timelines, deliverables, and success measures for assigned HR technology initiatives and communicate project status, risks, and recommendations to HR leadership and stakeholders.

1. Establish and maintain data governance practices that promote the integrity, security, confidentiality, availability, and appropriate use of HR information.
2. Monitor and audit employee, organizational, position, and reporting structure data across HR systems to identify discrepancies and ensure data accuracy and consistency.
3. Partner with Information Technology and other institutional stakeholders to ensure appropriate security controls, access protocols, system permissions, and applicable cybersecurity requirements are maintained for HR systems and sensitive employee information.
4. Develop and implement procedures for data quality assurance, system access, records management, and the appropriate handling of confidential HR information.
5. Provide advanced technical support, consultation, troubleshooting, and problem resolution to HR staff, managers, departmental users, and other system stakeholders.
6. Develop and deliver training, documentation, user guides, and other resources to improve user understanding and effective utilization of HR technology.
7. Serve as a liaison between HR, Information Technology, vendors, and system users to facilitate communication, resolve issues, and coordinate technology-related activities.
8. Perform other related duties as assigned.

SUPERVISION & HR DATA OPERATIONS - 15%

1. Serve as the focal point and functional lead for Human Resources data operations, including employee, position, organizational, reporting relationship, and related HR data maintained in AIS and other HR systems.
2. Directly supervise assigned HR data staff and assign, prioritize, coordinate, and review their work to ensure timely, accurate, and consistent processing.
3. Establish and maintain procedures, standards, controls, quality assurance practices, and service expectations for HR data operations.
4. Monitor workload, transaction volume, accuracy, deadlines, and service levels and adjust priorities or resources as needed.
5. Provide technical direction, training, coaching, and guidance to assigned staff and serve as the primary escalation point for complex or sensitive HR data issues.
6. Establish cross-training, documentation, and backup processes to ensure continuity of critical HR data functions.
7. Review significant data discrepancies, exceptions, and operational issues and coordinate resolution with HR, Information Technology, Payroll, Finance, and other appropriate offices.
8. Evaluate HR data operations and recommend staffing, process, technology, or resource changes that improve accuracy, efficiency, service, and business continuity.
9. Ensure HR data operations comply with institutional policies, applicable regulations, confidentiality requirements, data governance standards, and information security practices.
10. Perform other related duties as assigned.

Credentials to be Verified by Placement Officer

1. Any one or any combination totaling five years (60 months) from the following categories:

   1. College coursework which includes Information Technology (IT), IT Management, Programming, IT systems, or a closely related discipline, as measured by the following conversion table or its proportional equivalent:
      • 30 semester hours equals one (1) year (12 months
      • Associate's Degree (60 semester hours) equals eighteen months (18 months)
      • 90 semester hours equals two (2) years (24 months)
      • Bachelor's Degree (120 semester hours) equals three (3) years (36 months)
   2. Work experience which includes demonstrated proficiency in enterprise Human Resource Information Systems (HRIS), business intelligence and reporting platforms, advanced Microsoft Excel, data analysis, workflow automation, and business process improvement, which includes supervisory or lead worker capacity.

To be successful in this position, the incumbent must meet all of the minimum qualifications identified by the State Universities Civil Service System for the Information Technology Manager classification, as well as the following skills and/or attributes identified as essential for this individual position:

• Knowledge of the systems and operations used within the areas and departments of responsibility.
• Excellent verbal and written communication skills.
• Ability to oversee and coordinate activities of assigned staff.
• Ability to effectively communicate with other colleagues, supervisors, administrative staff, and other campus/agency units.
• Ability to identify and resolve technical and personnel problems.
• Ability to effectively communicate and professionally interact with all staff levels.

Condition of Employment

Out of State Applicants that apply to Springfield vacancies in classifications in the occupational area of Professional, Semi-Professional, or Managerial will be subject to the following Condition of Employment: Pursuant to the State University Civil Service System, an out-of-state resident who is hired into this position must establish Illinois residency within 180 calendar days of their start date.

If you require assistance, please contact the Office of Human Resources at hrrecruitment@siumed.edu or call 217-545-0223 Monday through Friday, 8:00am-4:30pm.

The mission of Southern Illinois University School of Medicine is to optimize the health of the people of central and southern Illinois through education, patient care, research and service to the community.

The SIU School of Medicine Annual Security Report is available online at https://www.siumed.edu/police-security. This report contains policy statements and crime statistics for Southern Illinois University School of Medicine in Springfield, IL. This report is published in compliance with Federal Law titled the

"Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act."

Southern Illinois University School of Medicine is an Affirmative Action/Equal Opportunity employer who provides equal employment and educational opportunities for all qualified persons without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, protected veteran status or marital status in accordance with local, state and federal law.

Pre-employment background screenings required.