Job Standard for HR Processing Manager
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- Click “View in Google Docs/Download” and download to Word.
- The Job Overview, Level Scope, Minimum Qualifications and Essential Job Functions are specific to this job’s competencies and cannot be edited.
- For the Job Posting you may;
- update/change the purpose to add in department specific information,
- add key responsibilities to the 35% of the time, specific to your department needs,
- add a preferred qualifications section
- post the position using the business title
The statements on this job standard are intended to describe the general nature of the role and level of work being performed. They are not intended to represent an exhaustive list of all responsibilities, duties and skills required of the employee.
HR Processing Manager Overview
- Work Type: Professional
- Job Code: 75913
- Pay Grade: P9
- FLSA Status: Exempt
- Career Level: Manager
- Family: Finance & Business Operations
- Function: Business Operations
The HR processing manager implements, administers, and maintains university employee processing for pay actions, programs, policies and procedures. Responsible for managing the processing team, campus relationships, communication and training.
Provides direct supervision typically to professionals or skilled technical employees at the entry or intermediate level. Functions as advisor to unit and administration and sets goals and objectives for team members for achievement of operational results. Analyzes and resolves problems through drawing from prior experiences. Interprets policies (e.g., fiscal management, HR, contracts and grants, resource management in defined areas) and demonstrates solid subject matter knowledge. Exercises judgment within defined procedures and policies to determine appropriate action. Supervises staff to assure accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental goals and objectives.
Bachelor’s Degree or equivalent plus 2 years experience
Knowledge, Skills, and Abilities
- Ability to multitask and delegate
- Proficiency in Excel and analytical skills
- Demonstrated knowledge of systems, their capabilities and interrelationships
- Excellent oral and written communication skills
- Demonstrated ability to work well under pressure and with tight deadlines
- Refined ability to delegate responsibilities and provide leadership and training to key personnel.
60% of Time the HR Processing Manager must:
- Supervise employees, including making decisions about hiring, evaluating, scheduling/work assignments, work procedures, resolving conflicts and training. Responsible for determining and recommending training needs and planning, coordinating, and overseeing the day-to-day operations.
- Directs customer service and support functions. Assists in performing all tasks necessary to achieve the organization’s mission and help execute staff succession and growth plans.
- Manages quality assurance programs. Ensure compliance with internal controls and both company and government regulation.
- Identifies and recommends updates to payroll and HR software, systems, and procedures.
- Serves as liaison to other team members, including interacting with managers of different areas of the organization, presenting findings to stakeholders and higher management as well as training and supervising new employees and tracking and measuring staff performance.
35% of Time the HR Processing Manager
Determined by department needs
5% of Time the HR Processing Manager
Perform other duties as assigned
Work Environment and Physical Demands
This position is generally in a normal indoor office setting with minimal noise levels and may involve bending, moving, lifting, and carrying materials that weigh up to 15 pounds.
Not applicable for HR Processing Manager
Additional training/education or equivalent experience, as well as business need, are required for movement into higher level jobs.
Incumbents must perform the essential duties and responsibilities with or without reasonable accommodation. The above statements are intended to describe the general nature and level of work. Final employment offers are contingent upon a Final Candidate’s successful completion of a Background Verification, and a determination by the University that the information derived from the Background Verification does not disqualify the individual. In addition, a Financial History Check and Motor Vehicle Record (MVR) Check may be required.