Director, HRIS

Silver Spring, Maryland-Silver Spring
Jul 08, 2021
Aug 12, 2021
Executive, Director
Full Time
In this role, the HRIS Director will be responsible for the oversight, management, and coordination of activities related to all Human Resource technology initiatives and helping drive the vision and strategy of Human Resource technology initiatives to support the business' needs.


Minimum Education
Bachelor's Degree - Human Resources, MIS, Business Administration or other related field
Master's Degree (Preferred)

Minimum Work Experience
10 years prior experience in Human Resource technology. (Required)
5 years relevant consulting or industry experience and experience configuring, implementing and supporting one or more Peoplesoft modules. (Required)

Required Skills/Knowledge
Superior interpersonal, communication, leadership, persuasion and strategy skills.
Familiar with end-to-end employee life cycle process including Recruiting, Onboarding, Employee master data, User profile, Integration & Reporting.
Strong project management, delegation and prioritization skills.
Strong experience supporting Payroll systems and third-party vendors/systems
Broad systems exposure to PeopleSoft HCM.
Strong analytical, process and problem solving skills.
Familiarity with Human Resource policies, procedures and practices.
Working knowledge of Human Resource and Employment Law.
Ability to effectively address customer concerns while maintaining adherence to standards.
Excellent customer service skills.
Excellent written and verbal communication and training skills.
High proficiency with MS Office, including but not limited to Excel and Access.

Functional Accountabilities

Vision and Strategy
1. Develop the overall strategy for all HR technologies needed to support the business, including Core HR, Payroll, Benefits, Compensation, Retirement Plans, Talent Acquisition, Talent Management and Learning & Development. Identify, create and implement strategies and solutions that best position the Company to support all HR Business Processes.
e. Provide thought leadership regarding HR technology solutions and strategies for new programs, projects and enhancements to existing solutions.
c. Monitor department process and seek opportunities to improve operations.
2. Plan, implement, direct and evaluate programs and activities that relate to HRIS on a strategic and operational level to ensure the organization's move to Top Tier and Employer of Choice.
3. Provide strategic level reports to executive management as needed

Human Capital and Relationship Management
1. Provide career development opportunities and ensure the team is built for success.
2. Assess and monitor staff requirements to effectively and efficiently meet organizational needs.
3. Establish, build and sustain professional contacts with key stakeholders internally and externally.
2. Define, set and utilize appropriate performance and quality measures for individual staff members.
9. Optimize team by ensuring cross-training of resources.
6. Manage the portfolio of HR system applications and maintain technical business relationships with vendors to understand their strategic path for the future.
7. Ensure delivery of agreed upon support and service level agreements, act as the point of escalation to resolve any vendor issues.
8. Participate in annual vendor review and strategic planning.

Manage HR Information Systems
1. Manage all HRIS-related projects and personnel.
2. Lead the design and implementation of data entry/processing, and other transactional processes.
3. Leverage systems and technology to enable seamless process flow and service delivery.
4. Function as the most senior leader for HRIS on complex issues that need resolution or escalation.
5. Accountable to identify continuous improvement and service delivery excellence opportunities by being able to identify and adopt best practices and utilize information resources.
6. Periodically review support team and structure to help demand management and capacity planning, utilizing metrics and services delivery standards.
7. Secure additional resources as needed as the scope of applications increases by evaluating capacity load on the team.

Maintenance and Data Management
1. Oversee the maintenance of HR systems to ensure all systems stay current on the most updated version.
2. Under the guidance of the VP Operations, lead the design of processes for HR system data entry, develop standard operating procedures, and identify/implement required technologies.
3. Continually assess the impact of system design and technology on the effective management of HR data and transactional efficiency in order to identify improvement opportunities.
4. Identify needs for training and new forms/job aids for managers and employees; conduct such needs.
5. Partner with business teams to ensure understanding of new features available in current release and provide recommendations and direction on the next steps to deploy.
6. Develop and manage the testing process for each system and manage the relevant change control and change management processes.
7. Ensure security controls are in place and followed.
8. Ensure data integrity through process redesign and a data integrity maintenance program that audits data on a regular basis.
9. Provide reporting and metrics to senior HR leadership to monitor the utilization, accuracy, efficiency and effectiveness of HR Systems

Organizational Accountabilities

Organizational Commitment/Identification

1. Anticipate and responds to customer needs; follows up until needs are met


1. Demonstrate collaborative and respectful behavior
2. Partner with all team members to achieve goals
3. Receptive to others' ideas and opinions

Performance Improvement/Problem-solving

1. Contribute to a positive work environment
2. Demonstrate flexibility and willingness to change
3. Identify opportunities to improve clinical and administrative processes
4. Make appropriate decisions, using sound judgment

Cost Management/Financial Responsibility

1. Use resources efficiently
2. Search for less costly ways of doing things


1. Speak up when team members appear to exhibit unsafe behavior or performance
2. Continuously validate and verify information needed for decision making or documentation
3. Stop in the face of uncertainty and takes time to resolve the situation
4. Demonstrate accurate, clear and timely verbal and written communication
5. Actively promote safety for patients, families, visitors and co-workers
6. Attend carefully to important details - practicing Stop, Think, Act and Review in order to self-check behavior and performance

Childrens National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law.

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