Associate Director, Human Resources Analytics &Reporting
Wayne State University is searching for an experienced AssociateDirector, Human Resources Analytics & Reporting at itsDetroit campus location.
Wayne State is a premier, public, urban research university locatedin the heart of Detroit, Michigan where students from allbackgrounds are offered a rich, high-quality education. Ourdeep-rooted commitment to excellence, collaboration, integrity,diversity and inclusion creates exceptional educationalopportunities which prepare students for success in a globalsociety.
Essential functions (job duties):
JOB PURPOSE
Develops, recommends, and implements Human Resources analytics andreporting strategies aligned to the University. Leads the HumanResources technology, data analytics and reporting support modelfor key human resource areas including staffing, performancemanagement, HRIS, professional development, employee/laborrelations, compensation, benefits and workforce analytics. Developsand implements business-focused policies, procedures, andprocesses. Leads and coaches assigned staff. Reports to Director,Human Resources Data and Technology.
ESSENTIAL FUNCTIONS
Consults with school/college/division leaders, as well as HumanResources regarding the use of workforce data and analytics.Develops, continuously refines, and maintains a suite of HumanResources analytics reports and dashboards to provide leadershipinsights into people-related metrics. Through assigned staff,manages and maintains all human resources personnel data and thesystems that house and process the data in an efficient,up-to-date, accurate and secure manner. As one of the HumanResources data stewards for the University, establishes andmaintains a Human Resources data governance framework, includingdata standards, regular review of Human Resources data, andnecessary controls and checks to ensure data and system integrity.In consultation with internal and external legal counsel and HumanResources partners, assists in the preparation of data forlitigation, compliance hearings, arbitration, contractnegotiations, and the like.
Through assigned staff, develops and maintains Human Resourcesservices support programs and processes, including immigration,background checks, contingent workers, Equal EmploymentOpportunity/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 andpractices. Monitors the ongoing maintenance of HRIS applicationsincluding needs analysis, project planning, capacity planning,requirement specifications, vendor selection and management,testing, training and implementation.
Provides overall leadership and direction to staff. Setsexpectations & focus, assigns duties, delegatesresponsibilities, evaluates activities, prepares performanceappraisals & professional development plans. Providescoaching, mentoring and teaching. Manages the administrativeprocess for assigned staff including hiring, promotions,terminations, disciplinary procedures, and and salaryadjustments. Provides timely communications to staff.
Develops and implements human resources technology and datastrategies aligned to Wayne State University, and Human Resourcesdepartmental strategies and core objectives.
Through assigned staff, designs and implements business-focusedpolicies, processes, and procedures that are in alignment withUniversity strategies and objectives.
Facilitates, leads, and participates in large-scale organizationalprojects and multidisciplinary teams.
Perform other duties as required.
WORK CONTEXT
Job Reports to: Director.
Leadership Accountability: Implements operating plans.
Supervisory Accountability: Supervises professionals andnon-managers.
Organizational Accountability: Manages sub-unit of adepartment.
Customer Accountability: Interfaces with customers outside theS/C/D.
Freedom to Act: Operates with significant autonomy.
Qualifications:
MINIMUM QUALIFICATIONS
Education:
Bachelor's degree.
Bachelor’s degree in business administration, human resources, orrelated field. Candidates with an equivalent combination ofeducation and experience may be considered.
Experience:
Minimum 7+ years.
Seven or more years progressively more responsible Human Resourcesgeneralist and Human Resources informatics and leadershipexperience in large, complex organizations. Reporting platform andhuman capital management systems experience, specifically EllucianBanner. Experience in an organization where human resources isstrategically aligned to the core business is strongly preferred,as is previous leadership experience in an organization undergoingtransformational change.
KNOWLEDGE, SKILLS AND ABILITIES
Outstanding depth and breadth of the human resourcesprofession: Ability to articulate broadly and deeply about coreareas of human resources at a level consistent with seven or moreyears progressively responsible Human Resources leadershipexperience in a large, complex organization. Specific areasinclude: culture change, linking Human Resources to businessstrategies, performance alignment, leadership development, learningand development, human resources measurements, metrics andanalytics, staffing, employee and labor relations, human resourcesinformation systems, employment law (i.e., Fair Labor StandardsAct, Americans with Disabilities Act, Family & Medical LeaveAct, etc.), diversity & inclusion, compensation plan design andimplementation, variable pay plans, benefit administration, andpayroll.
Leadership/management/teamwork: Expert knowledge ofleadership, management, and teamwork principles, and demonstratedability to effectively apply principles to support and advanceorganizational objectives. Proven ability to appropriately hire,manage performance of, and develop assigned staff. Demonstratedcapability to form and effectively facilitate organizational-widemultidisciplinary teams, and to gain cooperation and buy in ofstaff, stakeholders, and other entities in absence of formalauthority. Demonstrated ability to introduce and lead large-scalechange through assigned work groups and organization as a whole.
- Demonstrated ability to assist leaders with identifyingrequired team education, experience, expertise and behaviors,implementing effective performance management processes, andmotivating teams to exhibit desired behaviors and achieve definedgoals.
- Ability to correlate specific team member function to strategicobjectives, identifying team members based on required education,experience, expertise and behaviors, and development of performancealignment and coaching tools designed to achieved desiredoutcomes.
- Possess a “coaching” rather than “rule and control” managementstyle.
- Ability to value all people, understand, and appreciate theirunique experiences, styles, talents and perspectives. Ability towork with leaders to create an inclusive and welcoming environmentwhere employees can bring their best authentic selves to work andutilize diversity to drive innovation.
Service excellence orientation: Demonstrated ability tocommunicate and work effectively with employees at all levels. Canfunction as a team leader and team member as situation requires.Strives to promote esprit de corps with team members. Effectivelynegotiates turnaround times and manages internal partnerexpectations.
Business orientation: Possesses a business orientationfirst, sales/marketing orientation second, and HUMAN RESOURCESorientation third. Displays an appropriate bias for action thatdemonstrates deep understanding of business needs and serviceexcellence standards. Demonstrates ability to “think ahead” toanticipate needs of team and internal partners s/he is supporting.Consistently exercises appropriate judgment and discretion in alljob functions, even when clearly defined processes may not be inplace. Identifies viable courses of action first, and reviewsrecommendations (as appropriate) with next-level manager.
Process development, implementation, and improvement; projectmanagement: Demonstrated ability to develop and successfullyimplement sound, repeatable business/human resources processes,with a strong focus on operational efficiency and effectiveness.Can appropriately identify core business issues, viablebusiness-oriented solutions, and necessary resources. Ability toeffectively operationalize defined processes. Demonstrated abilityto structure, implement, and manage to successful completioncomplex business projects.
Communication: Must have highly effective verbal and writtencommunication skills. Must be able to communicate effectively withindividuals at all levels of the company, candidates, and otherindividuals external to WSU. Demonstrated ability to “sell” ideasand concepts and gain buy in of targeted audiences.
Technology: Advanced knowledge of human resourcesinformation systems including technology and business applications,design, testing and implementation methodology, databases andoperating systems related to Human Resources. Can articulateadvanced 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
- 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 offeredemployment to undergo a background check, including a criminalhistory check, before starting work. If you are offered employment,the university will inform you if a background check isrequired.
Equal employment opportunity statement:
Wayne State University provides equal employment opportunities(EEO) to all employees and applicants for employment without regardto race, color, religion, sex, national origin, age, disability orgenetics. The university encourages applications from women, peopleof color and other underrepresented people. Wayne State is anaffirmative action/equal opportunity employer.
