HRIS Director directs the operations of an organization's human resource information systems. Analyzes business requirements and determines hardware and software requirements to meet data management needs. Being an HRIS Director ensures the integrity of internal database files, tables and reports. May develop integrated web-based HR programs. Additionally, HRIS Director requires a bachelor's degree. Typically reports to top management. The HRIS Director typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. To be an HRIS Director typically requires 3+ years of managerial experience. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. (Copyright 2024 Salary.com)
General Summary
The HRIS Lead position will be the Subject Matter Expert on the HR Information System (currently UKG) and lead any/all integration activities to any other platforms (potential system transition and/or integration with other platforms such as Deltek, PeopleSoft, etc). The position will support and maintain the organizations HRIS applications and modules and is a critical member of the HR Team. Knowledge and comfort navigating in UKG, Deltek and/or PeopleSoft is a must.
Essential Duties and Responsibilities
Knowledge, Experience and Skill Requirements
Physical, Environmental and Sensory Requirements
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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