Job Description

Job Summary/Basic Function:
The Director, Employee Data and Operations serves as the steward for employee data and information and is responsible for the integrity and maintenance of university information related to employees. This position also serves as the HR representative to the Emergency Management Committee and ensures business continuity for the processes that provide pay (and benefits, as applicable) to both regular and student employees in the event of an emergency.

The Director provides strategic and operational leadership for the Operations Center of Excellence and its respective staff and ensures that employee data is collected, entered, and stored accurately and timely with attention to compliance with applicable federal and state laws as well as applicable university policies and procedures. This position collaborates with the other HR Centers of Excellence (e.g. Talent Acquisition, Compensation, Student Employment, etc.) and the HR Business Partner team to provide exceptional customer service and ensure that employee business processes are efficient and effective.

This position supports personnel in Computing and Telecommunications Services (CaTS) in the management and maintenance of the HR module of the university enterprise-wide resource planning system (ERP) and works with Institutional Research and Effectiveness (IRE) to support the accurate reporting of employee data to both internal and external audiences. This position also collaborates with university financial operations and other units to maintain compliance and alignment on all practices and procedures that govern the entry, storage, and maintenance of employee data.
Minimum Qualifications
Bachelor’s degree and eight years of full-time related work experience
OR an associate’s degree and 10 years of full-time related work experience OR a high school diploma and 15 years of full-time related work experience. And a minimum of four years’ focus on employee data, systems administration and management
Integrity and judgement necessary to maintain strict confidentiality at all times.
Demonstrated ability to develop and successfully implement sound, repeatable business/human resources processes, with a strong focus on operational efficiency and effectiveness as well as continuous process improvement and/or process re-engineering.
Strong analytical skills and demonstrated ability to interpret/analyze data outputs.
Proven ability to act independently and collaboratively as part of a team.
Demonstrated capability to multi-task, prioritize and meet deadlines.
Exceptional attention to detail and strong planning and organizational skills.
Strong verbal and written communication skills.
Comprehensive knowledge and understanding of federal, state, and other relevant statutory regulations associated with employee data and information.
Ability to work effectively with employees at all levels of the organization with exceptional service.
Preferred Qualifications
Master’s degree
Banner or Ellucian experience.
Experience in an organization where human resources is strategically aligned to the core business.
Previous leadership experience in an organization undergoing transformational change.
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.
Deep understanding of the Ohio Revised Code as it pertains to employees of a state institution
Essential Functions and percent of time:
40% Employee Data Steward and Business Continuity
Serves as the primary data steward for employee information. Works collaboratively with IRE and the University Data Governance Committee to establish and maintain the data governance framework for employee information, including data standards, regular review, audit, and analysis of employee data, and necessary controls and checks to ensure data and system integrity. Ensures compliance with data security and privacy requirements for all employee information stored centrally in an electronic or paper format.
Ensures that employee information is processed in a timely, efficient, accurate and secure manner for all individuals paid via the university payroll system ensuring that the quality and integrity of each transaction is consistent with established protocols and university data governance standards. Analyzes employee data and trends to assist leadership in strategic decision-making. Serves as an additional resource for entry of employee data during peak processing periods and/or for focused data entry projects.
Maintains the business continuity of employee pay and benefits by overseeing documentation of business processes and maintenance of administrative procedures for efficient operations. Continuously seeks opportunities to optimize efficiency in HR processes and programs and provides safeguards for implementation of those processes in the event of an emergency. Monitors and ensures compliance with federal, state and local employment laws and regulations as well as university policies and procedures in accordance with university goals and objectives.
Serves as the HR representative to the Emergency Management Committee and oversees the HR-specific Records Retention Schedule and associated files, in all formats.

35% Strategic Oversight and Continuous Business Process Improvement
Provides strategic oversight to identify needed improvements and enhancements to increase the effectiveness and efficiency of employee personnel operations. Provides employee data and information that is responsive to ad hoc requests by university leadership, internal team members, external departments, relevant employee groups and/or labor unions, as well as to fulfill public records requests at the direction of the Office of General Counsel.
Provides overall leadership, direction, and supervision of the Operations team. Sets expectations, assigns duties and responsibilities and ensures that daily administration of operations/HRIS tasks are performed in an accurate and timely manner with exceptional service to employees, supervisors, and others.
Manages the troubleshooting and resolution of escalated issues and concerns and resolves complex employee issues. Provides guidance and handles escalated issues directly, as appropriate. Oversees customer service support to internal and external customers regarding all personnel actions. Ensures that communications to employees and managers are accurate, concise and demonstrate the university’s commitment to exceptional service.
Collaborates with the HR Business Partner team and their respective units to gain in-depth knowledge of university operations in order to identify emerging issues and provide business focused solutions. Identifies ways to improve/reduce inquiry volume by co-creating self-serve knowledge management materials. Interprets policies and educates employees and managers, through the respective HR Business Partner, regarding appropriate application
Essential Functions and percent of time (cont'd):
20% Support of Banner HR Module and Employee Data Reporting
Collaborates with CaTS on the identification of issues with employee data systems and assists with the resolution of concerns and makes recommendations for change. Participates in the review, testing and implementation of HRIS system upgrades or patches. Troubleshoots, researches and assists in solving HRIS technical and functional problems. Recommends solutions or alternative methods for resolving issues with business processes.
Handles Banner ERP user access requests and permissions. Assists in the administration of products interfacing the university ERP such as Xtender, the designated applicant tracking system and other systems that contain employee data.
Manages and develops policies, procedures, and strategies related to human resources information systems (HRIS) and technology. Develops and maintains documentation for processes involving employee data that is housed within the ERP system HR module. Develops robust training aids, guidelines, and documentation for system users and provides materials and tools to assist end-users with day-to-day functional use of systems.
Trains and supports users of the HRIS system (in HR, Budget, Finance and individual departments). Delivers training and instruction in the utilization of current and new system functionality and new processes and procedures. Provides guidance and assistance to department and campus functional users as needed.
Non-Essential Functions and percent of time:
5% Other duties as assigned
Undertake other duties as assigned to assist in maintaining operations and/or agility goals.
Working Conditions
Wright State University is an equal opportunity/affirmative action employer.

To preserve the safety and security of the campus community and to maintain the integrity of university operations, it is the policy of Wright State University making an employment offer contingent on various background checks, such as a criminal record, credit history when job related and/or education verifications. Additionally, an administrative review shall be conducted whenever the university learns that an employee is charged with or convicted of a crime (except for minor vehicle violations). Frequently asked questions related to background checks may be found on the Human resources website at http://www.wright.edu/human-resources.

Effective July 1, 2017, per Policy 7230 Wright State University is tobacco-free. Tobacco use, including the sale, advertising sampling and distribution of tobacco products and tobacco related items is prohibited in all university facilities, on all university owned or leased grounds, university owned or operated residence halls and apartments, and at all university sponsored events regardless of location. Tobacco use is also prohibited in all university vehicles or on any equipment owned, leased or operated by Wright State University. This policy applies to anyone on campus including students, faculty, staff, visitors, consultants, vendors, patients, volunteers, and contractor employees.