Manager of HRIS and Compensation- IL- Human Resources

Summary

The Manager of HRIS & Compensation is responsible for the oversight of all HR systems which includes the development, modification, application configuration and testing of all HR systems to ensure the systems are effective and efficient. This position will oversee compensation initiatives which includes participating in compensation design, planning, review, and job analysis. This position will report to the Director of Talent Acquisition.  This position allows the opportunity to work remotely on a hybrid basis. 

Essential Duties and Responsibilities

• Process and manage data within HR systems to ensure all data is accurate through query and audit review. Work with Director to ensure HR organizational data always has the highest degree of data integrity.
• Ensure best practice business process/workflows and other system dependencies are in place within HR systems to support the administrators of talent acquisition, compensation programs, annual performance reviews, benefits administration, open enrollment, and leave administration.
• Develop project plans and monitor progress of HRIS initiatives, including development of additional functionality and dashboards.
• Identify risks or opportunities and recommend changes to processes which improve the delivery of HR services to the organization.
• Assist with development and maintenance of queries and reports utilizing HRIS reporting platform to support business processes and provide necessary HR data analytics.
• Perform employee status changes which include data input as well as developing and maintaining reports to ensure data accuracy.
• Responsible for compliance reporting and requirements; develop and maintain reporting and compliance capabilities for EEO, AAP, OFCCP, IPEDS reporting requirements.
• Create user-friendly processes, guidelines and documentation and delivery of training programs.
• Assist with developing compensation strategies and effective pay practices which include position grading, position leveling, and job evaluations using internal and external market data.
• Perform internal and equity salary reviews to ensure competitive pay practices.
• Complete annual salary surveys to determine market compensation trends.
• Perform job description review which includes analyzing job content and job classification and aligning to pay structure.
• Annually perform pay grade benchmark review and support in administering merit cycle.
• Ensure compliance with all compensation related federal and state regulations and legal requirements.
• Use sound judgment to escalate questions and issues to the Director of Talent Acquisition.
• Perform other duties as required or requested.
• Occasional travel to the Glendale, AZ campus is required.

Supervisory Responsibilities    

This position will have supervisory responsibilities.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. This individual must be able to work in a constant state of alertness and safe manner with regular, predictable, in-person attendance.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Other Qualifications

The individual must have the ability to problem solve by defining problems, collecting data, establishing facts and ultimately, drawing valid conclusions.  The individual must also have a high affinity for providing top quality customer service in a team environment.  Strong attention to detail and the ability to communicate clearly, both verbally and in writing, is essential.  The individual must also maintain professional relationships with external and internal stakeholders of the University.

Education and/or Experience

Bachelor’s Degree required, preferably in human resources, business, computer science or related field.  A minimum of at least 5-7 years of human resources data analysis experience related to HRIS or compensation.  Experience with HRIS systems is required, preferably UKG.  Knowledge of federal, state, and local employment regulations including FLSA and compensation regulations is required.  1-3 years of previous supervisory experience is preferred.  Strong professionalism, and effective leadership skills required.  Must have strong written and verbal communication skills with solid customer service skills.  Must be willing to travel to the Glendale, AZ campus.

Computer Skills      

Must have experience with previous HRIS systems, preferably UKG or Kronos.  Computer proficiency with Microsoft Word and Outlook, advanced proficiency with Excel. PowerPoint is preferred. 

Language Skills

Intermediate skills:  Ability to write routine reports, business correspondence and procedure manuals. Ability to speak effectively before groups of customers or employees of the university.  Ability to read and comprehend, analyze, and interpret general business correspondence and periodicals, procedure manuals and professional journals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.

Reasoning Ability

Intermediate skills:  Ability to apply common sense understanding to carry out instructions furnished in written, oral or diagram form.  Ability to deal with problems involving several concrete variables in standardized situations.                            

Mathematical Ability

Intermediate skills:  Solid understanding of math and ability to calculate figures and amounts such as percentages.  Ability to apply concepts of basic algebra and geometry. 

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Ability to routinely lift 10 lbs.; vision correctable to 20/20 in one eye, hearing correctable to normal, ability to tolerate prolonged sitting; ability to stoop, stand, use of fingers, hands and arms; ability to tolerate repeated routine tasks.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  The noise level in the work environment is usually moderate.

Midwestern University is an Equal Opportunity/Affirmative Action employer that does not discriminate against an employee or applicant based upon race; color; religion; creed; national origin or ancestry; ethnicity; sex (including pregnancy); gender (including gender expressions, gender identity; and sexual orientation); marital status; age; disability; citizenship; past, current, or prospective service in the uniformed services; genetic information; or any other protected class, in accord with all federal, state and local laws, including 41 C.F.R. 60-1.4(a), 250.5(a), 300.5(a) and 741.5(a). Midwestern University complies with the Smoke-Free Arizona Act (A.R.S. 36-601.01) and the Smoke Free Illinois Act (410 ILCS 82/).  Midwestern University complies with the Illinois Equal Pay Act of 2003 and Arizona Equal Pay Acts.