City of Tucson

Human Resources Information Systems Manager Supervises personnel performing Human Resources Information Systems and Human Resources Central Records related functions and assists in the administration of the Human Resources Operations Division.

This position provides support to the Human Resources Department. 

Directs or supervises the work of at least two full-time employees at the supervisor level.

Coordinates assigned administrative support personnel with their projects ensuring timely and quality activities for the benefit of the section, division, department, and the City.  

Evaluates, tests, and supports new functionality, developments, and enhancements of the City's critical systems-related programs; analyzes and troubleshoots the varied software programs and databases used in Human Resources; coordinate and assist in the upgrades and new acquisitions of Human Resources and Benefit related programs.  

Manages and directs projects by developing timelines and project parameters by; reviewing and approving plans and documents, devising solutions to problems. Ensures projects are completed effectively and efficiently, conducting and attending meetings and meeting with associated parties.  

Oversees and assists Central HR-Records with the administration of the human resources data entry as it relates to hires, transfers, separations, pay adjustments, evaluations.    

Analyzes departmental business issues and data challenges, elicits requirements from the management and internal customers to develop functional and system configuration specifications utilizing technological solutions.  

Creates and Analysis complex data matrix and creates complex non-routine queries and maintains a variety of system reports, scripts, workflow, and automated tasks using structured query language and various database management tools.

Performs other duties as assigned.

Principles, practices and techniques of delivery of human resources services in a governmental setting

Techniques of information gathering, processing, analysis and presentation;

Federal, state and local legislation affecting human resources;

Application of computer-based resources to facilitate and document functional area activities;

Research/analysis methodology and techniques and report preparation;

Laws, regulations, statutes, policies, and procedures applicable to human resources management  

Analyzing and evaluating compiled data and reports; Interpreting and applying laws, rules, regulations, procedures and policies;

Conducting and documenting inquiries, investigations, audits and reviews;

Representing a department or division;

Reviewing and analyzing departmental policies and procedures;

Prioritizing and coordinating multiple tasks and activities;

Communicating effectively, both orally and in writing, and preparing reports

Minimum Education Level & Type: Bachelor's Degree in human resources, business, management, public administration, computer sciences, management information systems, information technology or other closely related field.

Minimum Experience: At least 5 years working with a Human Resources Information Systems (HRIS) and/or Enterprise (ERP) related database systems, of which 3 years have been in a lead or supervisory role in a related functional area.

"Lead" is defined as having to lead at least one (1) full-time FTE. Not leading projects.

"Supervisory" is defined as having supervised at least one (1) full-time FTE.

Department(s): HR

FLSA Status:  Exempt

Occupational Group Code: 2

Occupational Group Description: General Administrative

EEO Job Category Code: B

EEO Job Category Description: Professional

Organizational Level: Superintendent/Manager

NCCI: 8810

Bargaining Unit: No Representation

The following information pertains to driving requirements for this classification with the City of Tucson. Under "Driving Level" None, Secondary or Primary, refers to the driving responsibility as it relates to the essential functions of the classification. License Type, is just that, the type of Arizona Driving License required for the classification. If the position requires a Commercial Drivers License (CDL), the endorsements will be listed under "Endorsements." Under Safety Sensitive a "Yes" means employees with this classification are subject to pre-employment and random drug testing. License Type A,B,C,D,or M may require the use of personal or City vehicles on City business. Individuals must be physically capable of operating the vehicles safely, possess a valid license and have an acceptable driving record. Use of a personal vehicle for City business will be prohibited if the employee is not authorized to drive a City vehicle or if the employee does not have personal insurance coverage. Exceptions to classification driving requirement's may exist based on position.  

Driving Level: Secondary

License Type: Valid and Unrestricted Class D - Driver

CDL Endorsements: None

Safety Sensitive (driving requirement): No