Human Resource Information System (HRIS) Specialist I (#MACI01)
$34,887.00 Yearly Min / $43,609.00 Yearly Mid / $52,331.00 Yearly Max

Human Resource Information System (HRIS) Specialist II (#MACI02)
$42,320.00 Yearly Min / $52,900.00 Yearly Mid / $63,480.00 Yearly Max

Human Resource Information System (HRIS) Specialist III (#MACI03)
We are currently accepting applications for this position. To apply, please close this pop-up window and then click on the link for Career Opportunities.
$48,136.00 Yearly Min / $60,170.00 Yearly Mid / $72,204.00 Yearly Max

Human Resource Information System (HRIS) Lead (#MACI04)
$54,750.00 Yearly Min / $68,438.00 Yearly Mid / $82,126.00 Yearly Max

Human Resource Information System (HRIS) Data Manager (#MACI05)
$58,392.00 Yearly Min / $72,990.00 Yearly Mid / $87,588.00 Yearly Max

Human Resource Information System (HRIS) Manager (#MACI06)
$62,274.00 Yearly Min / $77,843.00 Yearly Mid / $93,412.00 Yearly Max

Human Resource Information System (HRIS) Administrator (#MACI07)
We are currently accepting applications for this position. To apply, please close this pop-up window and then click on the link for Career Opportunities.
$66,416.00 Yearly Min / $83,020.00 Yearly Mid / $99,624.00 Yearly Max

Human Resource Information System (HRIS) Administrator II (#MACI08)
$75,543.00 Yearly Min / $94,429.00 Yearly Mid / $113,315.00 Yearly Max

This class series uses eight levels of work in the Administrative Services occupational group, Human Resource Management occupational series and describes Human Resource Information System (HRIS) work for the State of Delaware’s HRIS applications which are a set of defined Enterprise Resource Planning (ERP) applications.  Applications may include but are not limited to Payroll Human Resource Statewide Technology (PHRST), Time and Attendance, and Comprehensive Retirement Information System (CRIS), including the integration and information provided to other state applications and vendors.

Class incumbents deliver central support at the state level for HRIS applications that manage multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes.  Work includes implementing best business practices to establish policies and procedures and enforce regulations pertaining to statewide Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration functions.

Note: The career ladder incorporates HRIS Specialist levels I, II and III; therefore, all positions allocated into the HRIS Specialist career ladder are classified at the III level (highest level in the career ladder).  The HRIS Specialist I level is to provide entry for hiring new employees into the class series but does not preclude hiring new employees at higher levels.  To implement the career ladder, current employees are assigned to the level for which they meet minimum qualifications and promotional standards.  Employees may be promoted through the career ladder in accordance with promotional standards for those levels assigned to an agency.  The promotional standards, a selection document under separate cover, set forth the criteria that identify, measure and verify successful performance at each level.  Advancement of employees through the career ladder is dependent on an agency/department's operational needs and distribution of work.  The HRIS Lead, HRIS Data Manager, HRIS Manager, HRIS Administrator and HRIS Administrator II, although not part of the career ladder, provides competitive opportunity for movement of employees.  

Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class.  Since class specifications are descriptive and not restrictive, incumbents can complete job duties of similar kind not specifically listed here.
 

• Provides central support for HRIS applications, helpdesk operations and/or data reporting to end users which include all state agencies, school districts, charter schools and higher education, vendors and to other central organizations such as counties and municipalities.
   
• Researches and resolves customer inquiries/requests, or system problems, performs scheduled activities, recommends solutions or alternate methods to meet requirements.
   
• Processes data change requests to update or correct data in the system, and resolves issues and user access/security; documents and tracks customer inquiries and resolutions using an internal automated system.
   
• Explains and applies state and federal laws, rules, regulations, policies and procedures pertaining to statewide HRIS.
     
• Maintains data integrity by running queries, analyzing data and communicates this information to end users.
   
• Participates in HRIS business requirements analysis, system testing and change management of system implementations, upgrades, patches and enhancements.
   
• Runs, maintains and supports a variety of reports or queries utilizing appropriate reporting tools for ongoing customer needs.
   
• Runs and monitors system processes to ensure accuracy of data.
   
• Maintains, reviews and verifies table configuration in system.
   
• Reviews existing business processes, policies and procedures, identifying opportunities for process improvement and increased efficiency.
   
• Attends meetings for process deadlines, issue and root cause identification, options for solutions, transition and hand-off. 
   
• Updates HRIS procedures and job aids for staff and end users.

HRIS Specialist I

This is the first level of HRIS work delivering central support at the state level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes. Positions at this level typically report to a technical supervisor.

• Receives close supervision in HRIS processes and procedures.  Work is reviewed in progress.
• Conducts research and analysis to resolve routine customer inquiries or requests, system problems, unexpected results or process flaws.
• Executes test scripts in a test environment through staging data and documenting outcome using a quality management/test management enterprise software tool.
• Regular contacts are with internal agency staff and state organizations, primarily for the purpose of gathering, coordinating and relaying information.

HRIS Specialist II

This is the full performance level of HRIS work delivering central support at the state level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes. Positions at this level perform the full range of HRIS activities.

• Receives less supervisory direction and assistance than at the I level.  Supervisor does periodic review of progress.
• Provides instruction on application of federal and state rules, human resource laws, regulations, policies, principles, practices and theories in the State’s HRIS.
• Creates models for product test plans, data and scripts; develops contingency plans as necessary.
• Researches potential system integrity risks where production functionality returns unexpected results or process flaws.
• Analyzes vendor updates and maintenance patches, and overall collaboration of changes that will impact the system.
• Documents functional requirements describing what the system process or product/service must do in order to fulfill business requirements.
• May provide guidance/direction to lower level staff.
• Regular contacts are with internal agency staff and state organizations, primarily for the purpose of gathering, evaluating and providing information.

HRIS Specialist III

This is the advanced level of HRIS work delivering central support at the state level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes. Incumbents provide expertise and guidance in the business processes that support the application.

• Updates and maintains system tables and configuration to ensure compliance with all state business practices, federal and state regulations and laws.
• Runs processes to make corrections or updates to ensure employee data, pay and benefits reflect accurately.
• Develops functional requirements describing what the system process or product/service must do in order to fulfill business requirements.
• Conducts regression testing of system design modifications; assists with script testing plans based on testing event; and conducts impact analysis with respect to system releases.
• Manages system patches and updates, and assures projects are completed on schedule and the final product meets business, technical standards and policies.
• May conduct meetings for defining requirements, identifying solutions and making project plan updates.
• May provide expertise in data reporting and analytics including developing, testing, planning and delivering a variety of reports.
• Participates in design walkthroughs and design update meetings.
• May plan, assign, review and evaluate the work of professional and technical staff.
• Develops and implements procedures and job aids for staff and end users.
• Regular contacts are with state organizations, technical staff and vendors, primarily for the purpose of coordinating work activities and resolving issues.

HRIS Lead

This is the lead level of HRIS work performing as a functional expert at the state level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes.  This level is responsible for executing production processes and analyzing functional and/or system processes or problems, recommending solutions or system enhancements and modifications.

• Provides direction, expertise and may supervise lower-level professional staff in the areas of system maintenance and integration, daily operations, mass updates, data and system integrity, quarterly events, annual events and testing.
• Researches and resolves escalated issues and recommends solutions to management.
• Manages projects of all assigned work efforts and changes to system applications and cycle events such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration; determines time estimates for completing projects.
• Conducts impact analysis of business requirements in the system, and ensures compliance with all applicable state and federal laws.
• Oversees the implementation of system updates, maintenance patches, and implements statewide changes.
• Recommends process/customer service improvements, solutions, policy changes and/or system enhancements.
• Conducts quality assurance of system functionality and customer satisfaction.
• Creates and executes test plans, test remediation plans, test scenarios/scripts with expected outcomes.
• Reports on testing progress, manages regression testing and approves contingency plans.
• Regular contacts are with various state organizations, primarily for the purpose of implementing federal and state legislated changes that impact the system through providing leadership of integrated project plans to assure the project is completed on schedule and meets the business, compliance and technical standards.

HRIS Data Manager

This is the data management level of HRIS work performing as a subject matter expert at the state level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes.  This level is responsible for providing robust data reporting and analytics across the State of Delaware’s ERP applications and for developing and providing structured and ad hoc reports for use by State policy makers for informed business decisions having statewide impact.   

• Develops and implements datasets and manages the distribution of information for other state applications, payroll vendors and federal reporting.
• Identifies data variables involved in troubleshooting a variety of process issues, identifies root cause and recommends resolution.
• Develops tools to validate data on inbound files prior to data updates and to facilitate verification of mass updates and other statewide processes. 
• Plans, develops, tests and implements complex reporting solutions that include report purpose, design specifications, criteria, data elements, distribution method, frequency, run time parameters and data classification.
• Analyzes functional and/or system processes or problems, recommending viable solutions or system enhancements and modifications necessary to ensure quality and consistency of the system.
• Reviews requirements and designs, recommends improvements and reviews completion of the testing process.
• Performs analysis of system updates and vendor supplied maintenance patches which includes conducting impact assessment, developing, testing and implementing necessary changes needed to structured query reporter (SQR), structured query language (SQL) and system queries. 
• Performs data analysis and quality control which includes identifying and recommending corrective action for data conditions that could negatively impact critical system processes. 
• Develops plans, policies and procedures to promote data management and sharing; and ensures adherence to policy regarding protection, integrity and sharing of data.
• Regular contacts are with staff/agency management/officials and others outside state government primarily for the purpose of meeting business intelligence needs, development and delivery of reporting solutions including, but not limited to, compliance, results tracking, trending and forecasting. 

HRIS Manager

This is the management level of HRIS work performing as a functional expert at the state level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes.  This level is responsible for managing and overseeing the work of the subordinate professional staff. Provides expertise in business processes supported by the application, maintenance, daily operations, mass updates, data and system integrity, testing and quarterly/annual events.

• Supervision is exercised over at least two or more merit full time positions per the Merit Rules. The elements of supervision include planning, assigning, reviewing, evaluating, coaching, training, recommending hire/fire and discipline.
• Manages production processes and analyzes functional and/or system processes or problems, recommending viable solutions or system enhancements and modifications necessary to ensure quality and consistency of the system.
• Reviews requirements and designs, recommends improvements and validates completion of the testing process.
• Analyzes and defines high-level software strategies and solutions.
• Participates in the development of strategic initiatives and implementation of new applications, systems and programs, including the development of policies and procedures.
• Regular contacts are with staff/agency management/officials, state agencies and others outside state government, primarily for the purpose of providing guidance/direction in business processes, representing management at meetings, developing/implementing related policies, procedures, functions, and ensuring compliance with laws, rules, regulations, policies and procedures.

HRIS Administrator 

This is the administrator level of HRIS work.  Positions report to an HRIS Administrator II or higher and perform as a functional expert at the state level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance, and Pension Administration and associated business processes.  This level is responsible for the development and implementation of strategic initiatives that include implementation of new applications, systems and programs.

• Manages through subordinate supervisors.
• Provides oversight of functional specification and business requirement development and planning, and oversight of functional testing and quality control including functional test plans, test remediation plans, scripts, scenarios, outcomes and contingency plans.
• Reviews and validates external customer needs to identify solutions or alternatives to meet business requirements, allocates resources to meet external customer requests, and obtains customer sign off on approach and final product.
• Works with technical team in planning and delivery of automated solutions to meet business needs and maximize use of system capabilities.
• Develops and enforces policy regarding the protection, integrity and sharing of data.
• Manages, coordinates, and establishes priorities for the complete life-cycle of projects for the State’s HRIS applications.
• Develops performance metrics and communicates progress on business objectives to sponsors and business partners. 
• Monitors Service Level Agreements and resolution of escalated service issues.
• Regular contacts are with Delaware policy makers, agency, school and higher education management and technical management, primarily for the purpose of advising officials/management and others on HRIS application features, issues/problems, ensuring goals and objectives are met, system integration and impact analysis with respect to new business requirements and/or system enhancements.   

HRIS Administrator II

This is the second administrator level of professional HRIS work for the entire scope of HRIS Operations, Data Administration, or Testing and Development for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, and Time and Attendance for all State agencies including Legislative, Judicial and Executive Branches of State Government, Higher Education, School Districts and Charter Schools. Positions report to the Director or Deputy Director and are responsible for providing systems analysis, operations management, and strategic leadership to major integrated enterprise wide management information systems. This work is at the Statewide level and includes responsibility for the development and implementation of strategic initiatives that include the administration of new applications, systems, and programs.

• Administers HRIS functions through managers and/or supervisors.
• Provides daily expertise, recommendations and strategic direction to leadership and other high-level officials on complex challenges and is responsible for communications and change management. 
• Plans and directs major strategic information systems projects typically lasting more than a year, involving multi-agency, statewide and/or vendor initiatives; ensures that the system is aligned with business and strategic objectives.
• Develops methods for evaluating and ensuring the effectiveness and compliance of all assigned statewide HRIS functions for State agencies in all branches of State Government, higher education, school districts, and charter schools. 
• Administers the complete life cycle of projects for the   State’s ERP HCM and Time & Attendance systems.
• Administers the development and implementation of strategic initiatives that include implementation of new applications, systems, and programs.
• Plans and implements major software enhancements and applications. 
• Analyzes proposed legislation; recommends viable methods for promulgation and implementation of regulations impacting ERP HCM and Time & Attendance systems.
• Administers policy regarding protection, integrity and sharing of data.
• Makes work effort and resource prioritization decisions related to legislative requirement and customer requests. 
• Evaluates functions and project integration to ensure maximized resource allocation while retaining accountability standards.
• Regular contacts are with Delaware policy makers, agency, school and higher education management and technical management, primarily for the purpose of advising officials/management and others on HRIS application features, issues/problems, ensuring goals and objectives are met, system integration and impact analysis with respect to new business requirements, system enhancements, policy decisions, and business process changes.   

The intent of the listed knowledge, skills and abilities is to give a general indication of the core requirements for all positions in the class series; therefore, the KSA’s listed are not exhaustive or necessarily inclusive of the requirements of every position in the class.

• Knowledge of human resource principles, practices and procedures.
• Knowledge of HRIS requirements and functionality as they relate to associated business processes.
• Knowledge of applicable state, federal and departmental laws, rules, regulations, policies, procedures and processes.
• Knowledge of computer systems, HRIS applications, and Microsoft Office.
• Knowledge of recordkeeping and report preparation techniques.
• Knowledge of the methods and techniques of systems testing and documenting outcomes.
• Skill in providing customer service which includes providing prompt, accurate and courteous service and responding to complaints.
• Ability to assemble and analyze system data and recommend solutions to issues.
• Ability to prepare and interpret a variety of reports.
• Ability to communicate effectively.
• Ability to work in a team environment to accomplish common goals.
• Ability to meet production and project deadlines for assigned work efforts.

In addition to the above Knowledge, Skills and Abilities, the HRIS Specialist II requires

• Knowledge of business requirements analysis, and implementation of new functionality, upgrades, patches and enhancements.
• Skill in analyzing data to ensure system integrity; troubleshooting to resolve issues.
• Skill in creating models for test plans, and developing contingency plans.
• Skill in preparing and interpreting a variety of reports.
• Ability to explain and instruct individuals in the use of HRIS applications in compliance with state and federal laws, rules, regulations, policies and procedures.
• Ability to follow standard operating procedures to ensure accurate integration and interface between various statewide automated systems.
• Ability to establish and maintain effective working relationships.
• Ability to determine the feasibility of system changes and compatibility with current systems.

In addition to the above Knowledge, Skills and Abilities, the HRIS Specialist III requires

• Knowledge of the methods and techniques used in regression testing of system design modifications.
• Knowledge of business tools such as reports and queries, statistics, analysis and forecasting.  
• Skill in analyzing system processes or problems, recommending solutions or system enhancements to ensure quality and consistency of the system.
• Skill in maintaining, reviewing and verifying table configuration in the system.
• Skill in running and monitoring system processes to update employee records and other business processes.
• Skill in diagnosing problems, developing solutions and communicating resolution.
• Ability to establish and maintain schedules for project and production timelines.

In addition to the above Knowledge, Skills and Abilities, the HRIS Lead requires

• Knowledge of the methods and techniques of developing test remediation action plans.
• Knowledge of the principles and practices of project leadership and project management.
• Skill in defining and documenting how applications will support business requirements and conducting impact analysis of business requirements on the system.
• Skill in the use of business tools to identify trends, issues and recommend resolutions.
• Skill in recommending process/customer service improvements, solutions and/or system enhancements.
• Skill in overseeing and coordinating system testing and documentation of outcomes.
• Skill in the preparation and presentation of complex technical subject matter.
• Ability to assign and review/monitor work of lower level professional staff.
• Ability to plan, schedule, assign, delegate and monitor the work of a project team.
• Ability to follow quality testing standards for HRIS integrated testing.
• Ability to develop project plans.

In addition to the above Knowledge, Skills and Abilities, the HRIS Data Manager requires

• Knowledge of systems record structure and relational database features and how to maximize utilization to meet customer requirements.
• Knowledge of the concepts, methods and techniques of data resource management, business intelligence, analytics and reporting.
• Knowledge of the concepts, methods and techniques of systems analysis, data planning, data modeling and data dictionary preparation.
• Knowledge of the legislative process.
• Skill in using report development tools such as SQR, analytics and query.
• Skill in using other data extraction tools and data delivery methods.
• Skill in data management which includes data security and integrity. 
• Ability to determine the feasibility and application of new developments in data management to existing systems.
• Ability to establish data management guidelines and procedures.

In addition to the above Knowledge, Skills and Abilities, the HRIS Manager requires

• Knowledge of the principles and practices of supervision.
• Knowledge of HRIS applications development, evaluation and implementation.
• Knowledge of developing short and long range strategic plans.
• Skill in supervising and managing projects and resources.
• Skill in establishing goals, objectives and priorities for projects in accordance with the Department's and State's overall mission.
• Ability to analyze federal and state legislated changes, and managing impact on the system.
• Ability to anticipate, identify, track and resolve risks, issues and action items.
• Ability to develop policies and procedures.

In addition to the above Knowledge, Skills and Abilities, the HRIS Administrator requires

• Knowledge of the relationship between agency processes and system configurations to ensure they are in accordance with standard operating procedures.
• Knowledge of the principles and practices of management.
• Skill in managing Service Level Agreements.
• Skill in developing short and long range strategic plans in compliance with agency goals and objectives.
• Skill in evaluating, developing, and implementing HRIS applications and ensuring appropriate risk management.
• Skill in establishing, implementing and ensuring compliance with quality control policies and procedures.
• Skill in developing, implementing, and evaluating policies and procedures.
• Skill in implementing federal and state legislated changes, and managing impact on the system.

In addition to the above Knowledge, Skills and Abilities, the HRIS Administrator II requires

• Knowledge of operations management which includes planning, directing, coordinating, controlling and evaluating operations through supervisors.
• Knowledge of the theory, principles, technologies and applications of business, strategic planning, tactical planning, and system development technologies.
• Knowledge of the concepts, methods, and techniques of systems analysis, including information needs analysis, requirement analysis and design alternative analysis.
• Skill in the principles and practices of public sector human resources administration.
• Skill in developing short and long range HRIS strategic plans in compliance with goals and objectives of a complex Statewide customer base. 
• Skill in policy administration which includes developing, implementing, and evaluating policies and procedures.
• Skill in implementing training programs to ensure staff development and competency.
• Ability to make HRIS decisions on complex challenges which may impact integrated ERP systems. 
• Ability to negotiate competing priorities and reach consensus. 

JOB REQUIREMENTS for HRIS Lead 
Applicants must have education, training and/or experience demonstrating competence in each of the following areas:

1. Three years experience in performing human resource information systems (HRIS) support for HRIS applications that manage functions such as Human Resources, Pension, Benefits, Payroll or Time and Attendance.
2. Three years experience in human resource information systems (HRIS) management applying HRIS theories, principles and models to the administration of at least one of the following functional areas: Human Resources, Pension, Benefits, Payroll or Time and Attendance.
3. Three years experience in using an automated human resources, pension, payroll or benefits information system to enter, update, modify, delete, retrieve/inquire and report on data.
4. Two years experience in the testing of new/modified computer program enhancements by creating test data, analyzing the systems actions and determining critical system performance to ensure applications meet business requirements and user needs.
5. One year experience in executing maintenance testing of an integrated human resources information system which includes regression testing of system design modifications and conducting impact analysis with respect to system releases.
6. Knowledge of analyzing and evaluating HRIS applications to ensure compliance with state and federal laws, rules regulations, policies and procedures and making recommendations to management based on findings.
7. Knowledge of information systems project management which includes planning, scheduling, staffing, coordinating, controlling, monitoring, evaluating and reporting on status of information systems projects.
8. Knowledge of staff supervision acquired through course work, academic training, training provided through an employer, or performing as a lead worker overseeing the work of others; OR supervising staff which may include planning, assigning, reviewing, and evaluating the work of others; OR supervising through subordinate supervisors a group of professional, technical, and clerical employees.