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Manager, HRis, Analytics and Compensation

4 months ago

Nanaimo, Canada Vancouver Island University Full time

**Manager, HRIS, Analytics and Compensation**:
The Manager, HR Systems, Analytics and Compensation provides leadership, direction, and support for HR systems and processes. Within an integrated HRIS/Payroll system and through the oversight and direction of HR Associates and the Payroll team, manages the overall general accountabilities fundamental to the employee/employment life cycle. Ensures optimal HRIS operations and services, providing technical expertise and oversight of HR team members training in HR business systems. Oversees all aspects of HR systems maintenance, administration, system security and access, and the delivery of integrated HRIS solutions to meet business needs. Oversees and administers the university’s compensation function, and job evaluation programs. Provides analysis and essential workforce data to HR, the University community, and external groups. Provides oversight and supervision of the areas of responsibilities of the Manager of Payroll, the HRIS Specialist, and the HR Associates.
- Employment Group
- ADMIN
- Position Number
- 00681
- Division
- President
- Department
- Human Resources
- Campus
- Nanaimo campus
- Location
- Nanaimo, British Columbia
- Country
- Canada
- Appointment Type
- regular full-time
- FTE
- 1.00
- Workload
- 35 hours per week
- Pay Level
- Excluded Pay Band 11: Minimum salary is $111,791 and maximum salary is $127,035.
- Starting Salary
- Normal salary placement at the time of hire is $111,791 (prorated if part-time). This position is eligible for annual performance-based salary increases.
- Appointment Start Date
- 09-Sep-2024
- Applicant Documents
- CV/Resume, Cover Letter, Referees/References
- Posted Date
- 06-Jun-2024
- Closing Date
- 26-Jun-2024
- Job Reference
- 2420

**Key Accountabilities**:
Oversees and manages the Human Resources staff responsible for general human resources functions, including position management, job evaluation, processing and auditing appointments, employee and employment set-up and maintenance, offer letters, salary placements, probation and evaluation records, and file management.

Oversees the Payroll VIU’s payroll function through management and direction of the Payroll team through the Payroll Manager, working closely with other key university functions that intersect and support payroll, such as the Finance Department and IT Enterprise Services.

Supervises the Payroll Manager, HRIS Specialist and HR Associates including recruitment/selection, training, development, coaching, and performance management.

Provides a senior level of specialized expertise for HR systems planning. Emphasis is on developing the HRIS strategy and roadmap including current and future business needs and ensuring alignment with the Institution’s strategic plans.

Manages and administers the human resources component of the HRIS system and other HR databases. Develops and implements refined best practices, procedures, and streamlined processes; proactively identifies opportunities and makes recommendations for continuous improvement in various HR Systems; leads HR process improvement initiatives.

Partners with Enterprise Systems (ES) team to ensure HRIS strategy and roadmap align with broader plans for the Institution’s enterprise systems. Leads HRIS troubleshooting, configurations, enhancements, upgrades, implementations, and all related projects in collaboration with ES.

Oversees system maintenance and administration and ensures HRIS system and data integrity. Creates audit processes and supports to ensure data entered is of a consistently high quality. Oversees privacy and protection of employee information; advises on system security and access; liaises with ES to develop and implement controls; maintains diligent access standards; ensures compliance with security and access protocols.

Leads the HR department on HRIS related projects including enhanced HRIS functionality, and system changes resulting from labour relation changes, and collective bargaining agreements. Develops and implements project plans. Ensures change management practices including communications and training are followed to drive behavior changes and adoption.

Produces, and distributes standard and ad-hoc reports including assessing quality data sources, report parameters and works with clients to ensure their information needs are met.

Prepares high level workforce planning reports for internal and external clients, ministries, and government agencies (such as HRDB and other PSEA reporting); confidential reports for collective bargaining and negotiations; and other external reporting and surveys as required.

Leads assessment of employee data, statistics, and metrics, to support and deliver strategic decision making for HR and the institution, involving collaboration with HR and other business leaders and stakeholders.

Responsible for ensuring that the university’s compensation programs are consistently administered in compliance with collective agreem