Accountable for the daily operations of the HRIS and Compensation functions and team management. Liaison among cross-functional groups and departments involved in developing, implementing, problem solving, testing, and enhancing all HRIS systems based on business requirements. Responsible for the design, implementation, and administers employee and Leader compensation programs including job evaluations, job description management, incentive programs, compensation, and other reward and recognition programs. Maintains compliance with FLSA standards and all legal requirements of various pay programs. Create and design HR reports based on customer requirements. Analyze the reports to support operational and strategic decisions for TM&E and system-wide initiatives.
Knowledge, Skills, and Abilities
Experience in Lean Methodology preferred.
3+ years of HR management experience in healthcare or other related industry.
Ability to analyze and resolve complex application system problems, provide resolutions, and recommendation.
Prior technical experience with Oracle and other HRIS systems.
Experience with project management with solid understanding of milestones, deliverables, and resources.
Understands applicable laws including FLSA and other related requirements.
Able to support different types of HRIS Systems.
Strong analytical and problem solving skills; attention to detail.
Strong interpersonal (listening and communicating) skills.
Excellent negotiation and consulting skills.
Familiarity with compensation surveys and tools used to evaluate compensation packages, particularly in the technology market.
Adaptable to change and ability to handle multiple projects at once.
Collaborative in role as a team player; delivers results and balances priorities under pressure.
Job Specific Duties
Accountable for the daily operations for the HRIS and Compensation teams. Manages employee’s productivity, attendance, and other performance markers. Provides regular feedback to staff concerning performance and ensures the department complies with timely completion of probationary and annual performance reviews; obtains feedback from others concerning performance of department.
Leads the design, development, and automation of HRIS to maximize productivity, processes, efficiency and close collaboration with the IT department.
Lead the development and implementation of HRIS reporting strategies. Manage the preparation, development, and distribution of weekly, monthly, quarterly, and annual reports for Leaders.
Manages projects for system upgrades and process improvement for HRIS and Compensation.
Troubleshoots, analyzes, and resolves HRIS process errors and waste including data transfer issues, process flaws, data discrepancies, etc.
Identifies end users’ training needs to ensure effective/efficient system functionality, utilization, process improvement, and training opportunities. Train direct reports providing the same level of analysis and training.
Develop, maintain, and support a variety of reports or queries utilizing HCM tools. Create standard reports for ongoing management needs. Maintain data integrity by running queries and analyzing data.
Manages the compliance, design, development, and implementation of both HRIS processes and compensation programs that align with strategy and support the achievement of business objectives through the management of pay programs, job evaluations, salary structure maintenance, and salary survey participation.
Counsels management on pay decisions, compensation practices within local markets, for “hard to recruit” skill sets, and policy & guideline interpretation. Influences decision-making process and final outcome by providing detailed analysis/models, innovative recommendations, and expert advice to management and TM&E partners.
Develop and implement procedures and guidelines to ensure compensation programs are internally equitable and externally competitive.
Manage catalog market surveys for in-depth analysis for salary range and pay recommendations. Analyzes survey results for development of compensation strategies.
Responsible for preparing and monitoring merit and rate adjustment budgets, salary ranges, bonus payouts, and reporting.
Collaborate with team members to build knowledge and maximize the team’s ability to enable service delivery excellence.
Bachelor’s degree in HR Management, Information Systems, Business Administration, or other related field required
7+ years of HRIS experience
Advanced MS Office in Excel, developing reports, and analytical experience
2+ years of experience with PeopleSoft HCM experience required
3+ years in a supervisory/management position leading a team of 5 or more
Experience with implementing, maintaining, and supporting HRIS systems
Internal Number: 14746
About Nicklaus Children's Health System
At Nicklaus Children’s Hospital, we are driven. Everything we do revolves around one central purpose, to provide the best pediatric care. To achieve this, we strive to be the best in medicine, the best in research and technology and the best hospital of the community. Being the best requires passion, direction and purpose. Because at Nicklaus Children’s Hospital, impacting the lives of children and their families is as much a part of who we are as it is what we stand for. We are Purpose. We are Nicklaus Children's Hospital; Miami Children's Health System.