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Associate Director, Human Resources Analytics - Detroit, United States - Wayne State
Description
Associate Director, Human Resources Analytics & ReportingWayne State University is searching for an experiencedAssociate Director, Human Resources Analytics & Reportingat its Detroit campus location.
Wayne State is a premier, public, urban research university located in the heart of Detroit, Michigan where students from all backgrounds are offered a rich, high-quality education.
Our deep-rooted commitment to excellence, collaboration, integrity, diversity and inclusion creates exceptional educational opportunities which prepare students for success in a global society.
Essential functions (job duties):
JOB PURPOSE
Develops, recommends, and implements Human Resources analytics and reporting strategies aligned to the University.
Leads the Human Resources technology, data analytics and reporting support model for key human resource areas including staffing, performance management, HRIS, professional development, employee/labor relations, compensation, benefits and workforce analytics.
Develops and implements business-focused policies, procedures, and processes. Leads and coaches assigned staff. Reports to Director, Human Resources Data and Technology.ESSENTIAL FUNCTIONS
Consults with school/college/division leaders, as well as Human Resources regarding the use of workforce data and analytics.
Develops, continuously refines, and maintains a suite of Human Resources analytics reports and dashboards to provide leadership insights into people-related metrics.
Through assigned staff, manages and maintains all human resources personnel data and the systems that house and process the data in an efficient, up-to-date, accurate and secure manner.
As one of the Human Resources data stewards for the University, establishes and maintains a Human Resources data governance framework, including data standards, regular review of Human Resources data, and necessary controls and checks to ensure data and system integrity.
In consultation with internal and external legal counsel and Human Resources partners, assists in the preparation of data for litigation, compliance hearings, arbitration, contract negotiations, and the like.
Through assigned staff, develops and maintains Human Resources services support programs and processes, including immigration, background checks, contingent workers, Equal Employment Opportunity/affirmative action tracking and reporting, RFP support, regulatory compliance reporting, and other related programs.
Supports the timely, efficient and accurate processing of payroll, benefits, compensation and other human resource programs and practices.Monitors the ongoing maintenance of HRIS applications including needs analysis, project planning, capacity planning, requirement specifications, vendor selection and management, testing, training and implementation.
Provides overall leadership and direction to staff. Sets expectations & focus, assigns duties, delegates responsibilities, evaluates activities, prepares performance appraisals & professional development plans. Provides coaching, mentoring and teaching. Manages the administrative process for assigned staff including hiring, promotions, terminations, disciplinary procedures, and and salary adjustments. Provides timely communications to staff.Develops and implements human resources technology and data strategies aligned to Wayne State University, and Human Resources departmental strategies and core objectives.
Through assigned staff, designs and implements business-focused policies, processes, and procedures that are in alignment with University strategies and objectives.
Facilitates, leads, and participates in large-scale organizational projects and multidisciplinary teams.Perform other duties as required.
WORK CONTEXT
Job Reports to:
Director.
Leadership Accountability:
Implements operating plans.
Supervisory Accountability:
Supervises professionals and non-managers.
Organizational Accountability:
Manages sub-unit of a department.
Customer Accountability:
Interfaces with customers outside the S/C/D.
Freedom to Act:
Operates with significant autonomy.
Qualifications:
MINIMUM QUALIFICATIONS
Education:
Bachelor's degree in business administration, human resources, or related field. Candidates with an equivalent combination of education and experience may be considered.
Experience:
Minimum 7+ years.
Seven or more years progressively more responsible Human Resources generalist and Human Resources informatics and leadership experience in large, complex organizations.
Reporting platform and human capital management systems experience, specifically Ellucian Banner.Experience in an organization where human resources is strategically aligned to the core business is strongly preferred, as is previous leadership experience in an organization undergoing transformational change.
KNOWLEDGE, SKILLS AND ABILITIESOutstanding depth and breadth of the human resources profession: Ability to articulate broadly and deeply about core areas of human resources at a level consistent with seven or more years progressively responsible Human Resources leadership experience in a large, complex organization
Specific areas include:
culture change, linking Human Resources to business strategies, performance alignment, leadership development, learning and development, human resources measurements, metrics and analytics, staffing, employee and labor relations, human resources information systems, employment law (i.e., Fair Labor Standards Act, Americans with Disabilities Act, Family & Medical Leave Act, etc.), diversity & inclusion, compensation plan design and implementation, variable pay plans, benefit administration, and payroll.
Leadership/management/teamwork:
Expert knowledge of leadership, management, and teamwork principles, and demonstrated ability to effectively apply principles to support and advance organizational objectives.
Proven ability to appropriately hire, manage performance of, and develop assigned staff.Demonstrated capability to form and effectively facilitate organizational-wide multidisciplinary teams, and to gain cooperation and buy in of staff, stakeholders, and other entities in absence of formal authority.
Demonstrated ability to introduce and lead large-scale change through assigned work groups and organization as a whole.Demonstrated ability to assist leaders with identifying required team education, experience, expertise and behaviors, implementing effective performance management processes, and motivating teams to exhibit desired behaviors and achieve defined goals.
Ability to correlate specific team member function to strategic objectives, identifying team members based on required education, experience, expertise and behaviors, and development of performance alignment and coaching tools designed to achieved desired outcomes.
Possess a "coaching" rather than "rule and control" management style.Ability to value all people, understand, and appreciate their unique experiences, styles, talents and perspectives.
Ability to work with leaders to create an inclusive and welcoming environment where employees can bring their best authentic selves to work and utilize diversity to drive innovation.
Service excellence orientation:
Demonstrated ability to communicate and work effectively with employees at all levels. Can function as a team leader and team member as situation requires. Strives to promote esprit de corps with team members. Effectively negotiates turnaround times and manages internal partner expectations.
Business orientation:
Possesses a business orientation first, sales/marketing orientation second, and HUMAN RESOURCES orientation third. Displays an appropriate bias for action that demonstrates deep understanding of business needs and service excellence standards. Demonstrates ability to "think ahead" to anticipate needs of team and internal partners s/he is supporting.
Consistently exercises appropriate judgment and discretion in all job functions, even when clearly defined processes may not be in place.
Identifies viable courses of action first, and reviews recommendations (as appropriate) with next-level manager.Process development, implementation, and improvement; project management: Demonstrated ability to develop and successfully implement sound, repeatable business/human resources processes, with a strong focus on operational efficiency and effectiveness.
Can appropriately identify core business issues, viable business-oriented solutions, and necessary resources. Ability to effectively operationalize defined processes. Demonstrated ability to structure, implement, and manage to successful completion complex business projects.Communication:
Must have highly effective verbal and written communication skills.
Must be able to communicate effectively with individuals at all levels of the company, candidates, and other individuals external to WSU.
Demonstrated ability to "sell" ideas and concepts and gain buy in of targeted audiences.Technology:
Advanced knowledge of human resources information systems including technology and business applications, design, testing and implementation methodology, databases and operating systems related to Human Resources.
Can articulate advanced knowledge of standard business systems and software.School/College/Division:
H4- Human Resources
Primary department:
H491- HR Analytics & Reporting
Employment type:
Regular Employee
Job type:
Full Time
Job category:
Staff/Administrative
Funding/salary information:
Compensation type:
Annual Salary
Salary minimum:
$67,000
Salary hire maximum:
$92,700
Job openings:
Number of openings: 1
Reposted position:
No
Background check requirements:
University policy requires certain persons who are offered employment to undergo a background check, including a criminal history check, before starting work.
Equal employment opportunity statement:
Wayne State University provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.
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