Chief of Human Resources Information Systems - Non-Merit

A non-merit vacancy exists in the HRIS Records and Information Services Division of the Office of Human Resources.

Non-Merit positions are not classified within the Baltimore County Government Classification and Compensation Plans.

A list of eligible applicants will be established based on the examination as outlined below.

List all promotions and changes in job duties due to reclassification as separate work experiences on your application. Applicants must include the dates of the promotions and reclassifications.

Note: Failure to complete all fields of the "Work Experience" section of the application will result in your application not being considered. A resume will not be considered in determining your qualifications for a position. Applicants selected for an interview may provide a resume at that time.

Failure to submit proof of Licenses, Certifications and Education will result in your application not being considered. Proof of licenses, certifications, and/or education must be submitted with each application.

The Chief of HRIS is the Subject Matter Expert (SME) of HR Systems, including security administration, business process design, user experience, reporting, and analytics. The Chief of HRIS works in close collaboration with the Office of Information Technology (OIT). The Chief of HRIS manages the team and daily operations of the HRIS Division of the Office of Human Resources, including Human Capital Management, Time Tracking and Attendance, and Occupational Health Services.

• Oversees the planning and monitoring of the Workday HCM system and functions; serves as the SME for HRIS Workday and maintenance, including but not limited to functional implementations, audits, and updates.
• In partnership with key departments (Office of Information Technology and Office of Budget and Finance), assists with Workday project plans and monitors ongoing Workday project initiatives.
• Serves as the point of contact for support and administration of Workday HRIS functions.
• Oversees Division responsibilities by directing staff on steps to address employee concerns.
• Oversees Workday HCM-HR Core functions, including but not limited to pre-employment processing and medical testing, hiring, onboarding, record and status changes, exit processing, and time and attendance functions.
• Assists with creating all HR-related reports; actively pursues the development and ongoing improvement of self-service reporting, and analytics tools and capabilities.
• Communicates with employees at all levels to gain the voice of the customer, explains approaches and results, and consults on analytics services.
• Gathers and certifies documents pertaining to subpoenas and MPIA requests for personnel records, as authorized.
• Represents the County and shares HRIS best practices to improve efficiency and effectiveness. Continuously learns new and leading practices and applies them as applicable.
• Partners with OHR leadership and division colleagues to create and implement HR personnel policies and procedures.
• Reviews and approves security access to HRIS systems, as needed.

• Knowledge working with data and analytics and managing workforce plans.
• Thorough knowledge with cloud-based people analytics software is an asset.
• Skills in technology implementation and change management.
• Skills in Workday and Workday configuration, Microsoft Suite, E-Verify, and unemployment portals.
• Demonstrated ability to align technology to improve business performance.
• Ability to read, write, update and produce reports using various tools.
• Ability to exercise sound judgment in analyzing facts and arriving at conclusions for recommending action.
• Ability to maintain effective working relationships with employees at all levels of the organization, Union Officers and representatives, and others with whom the Division comes in contact in the performance of its work.
• Ability to maintain strict confidentiality and exercise sound judgment and discretion.
• Ability to set up and manipulate spreadsheets using one or more electronic spreadsheet software programs
• Ability to learn and navigate the County organization and the functions of the operational departments.

Graduation from an accredited college or university with a bachelor's degree, preferably in human resources administration, business or public administration, education, or psychology

plus

Six (6) years' professional experience in human resources administration specifically in Employee…