Director, Human Resources Analytics and Reporting (HRAR)

Director, Human Resources Analytics and Reporting (HRAR)

Wayne State University is searching for an experienced Director, Human Resources Analytics and Reporting (HRAR) at 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

Reporting to the Associate Vice President and Chief Human Resources Officer, the Director of HRAR leads the HR Data Analytics and Reporting function responsible for all HR employee transaction processing, data integrity, the management of business process improvement initiatives, compliance, and reporting on a variety of key performance indicators (KPIs) and other human capital data elements for internal and external stakeholders. The HRAR Director is also responsible for leading the development and implementation of HR systems and oversees cross-functional teams collaborating on the design of systems, business processes, operating policies, and reporting needs.

Essential Functions

Collaborates with HR and school/college/division leaders regarding the use of workforce data and analytics. Develops, continuously refines, and maintains a suite of HR 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 the HR data steward for the University, establishes and maintains an HR data governance framework, including data standards, regular review of HR data, and necessary controls and checks to ensure data and system integrity. In consultation with internal and external legal counsel and HR partners, assists in the preparation of data for litigation, compliance hearings, arbitration, contract negotiations, and the like.

Through assigned staff, develops and maintains HR services support programs and processes, including immigration, background checks, contingent workers, EEO/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 HR 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 goals, expectations and focus, assigns duties, delegates responsibilities, evaluates activities, prepares performance appraisals and professional development plans. Provides coaching, mentoring, and teaching. Manages the administrative process for assigned staff including hiring, promotions, terminations, disciplinary procedures, and salary adjustments. Provides timely communications to staff.

Develops and implements human resources systems and data strategies aligned to WSU, and HR divisional strategies and core objectives. Collaborates with, and serves as a liaison to, the Division of Computing & Information Technology, Institutional Research & Analysis, and other areas in support of HRAR data analytics and reporting needs.

Through assigned staff, designs and implements business-focused policies, processes, and procedures that are in alignment with University and HR strategies and objectives. Advises and assists in the application and interpretation of human resources policies, legal and union contract compliance for all related analytics and reporting needs.

Facilitates, leads, and participates in large-scale organizational projects and multidisciplinary teams.

Perform other duties as required.

WORK CONTEXT

Job Reports to: Vice President/AVP/Dean.

Leadership Accountability: Develops strategic plans and interprets policy.

Supervisory Accountability: Supervises through management personnel.

Organizational Accountability: Manages sub-unit of a department.

Financial Accountability: Manages operating budget.

Customer Accountability: Interfaces with officials and executives.

Freedom to Act: Operates with significant autonomy.

Qualifications:

MINIMUM QUALIFICATIONS

Education:

Master's degree in information systems, business administration, human resources, or related field. Master’s degree and/or professional certification (e.g., CISA, CISM, CISSP, etc.) preferred. An equivalent combination of education and experience may be accepted.

Experience:

Minimum 7-10 years of progressively more responsible HR leadership experience in large, complex organizations or in higher education. Reporting platform and human capital management systems experience. 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 ABILITIES

Outstanding 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 – ten years’ progressively responsible HR leadership experience in a large, complex organization. Specific areas include: culture change, linking HR 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., FLSA, ADA, FMLA, 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 achieve 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 HR 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 Ellucian Banner 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:

H49 - Human Resources

Primary department:

H4911 - HR Analytics & Reporting

Employment type:

• Regular Employee
• Job type: Full Time
• Job category: Staff/Administrative

Funding/salary information:

• Compensation type: Annual Salary

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. If you are offered employment, the university will inform you if a background check is required.

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. The university encourages applications from women, people of color, and other underrepresented people. Wayne State is an affirmative action/equal opportunity employer.