Item 3.A-Aug. 20, 2010
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/vpaf/hr/compensation/placement.html for complete instructions.
Incumbent(s) Name (if applicable): Kim Beers
Position #(s): 10828
Current Title: Manager, Compensation & Coordinator, Faculty
Current Range: 4
Recruitment (JCC: 86855;3D;CM4520;CC062;E)
Department: Faculty Human Resources
College/Division: Vice President,
Administration and Finance
Account #(s): 1101-104-0401
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
(X ) Title Change, Proposed Title: Director, Human Resources Systems
( X) Proposed Reassignment from Range 4
to Range
5
( ) Revised PDQ only (no change in range or title)
JCC (Current
( ) Line of Progression (show titles below)
or new HR
Range:
assigned):
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
Immediate Supervisor’s Signature
__________________
Date
____________________________________________________________
Director/Chair/Dean
Tim McFarling
Asst Vice President, Human Resources
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ron Zurek
Date
Vice President, Administration & Finance
Action Approved by the President (Completed by Faculty HR):
Position #: 10828
EEO Code: 1B
CUPA Code: CM4520
Exempt: Yes or No Census Code: 013
Job Class Code: 67046
Range: 5
Effective Date: 8/1/2010
Approved Title:
DIRECTOR, HUMAN RESOURCES SYSTEMS
____________________________________________________________
__________________
Employee Signature
Date
(Employee signs and sends to HR for personnel file after PDQ has been “final” stamped for approval)
Rev: 12/1/2008
Position Description – Director, Human Resources Systems
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The Director, Human Resource Systems, administers multiple human resource specialties including,
but not limited to, human resource software systems and processes, compensation, and data
preparation/reporting for the annual affirmative action plan. Responsibilities include:
 Problem resolution, policy development and policy interpretation in the areas of contract
administration, employee records, compensation and job evaluation for the following groups of
employees: administrative and academic faculty, letter of appointment, graduate assistants
and student employees
 Data accuracy and integrity for the above employee groups and the data components of the
university’s affirmative action plan and periodic audits
 Research and analytical for salary administration and coordination of data for internal and
external salary studies.
The Director reports to the Assistant Vice President, Human Resources (AVPHR).
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).
40% - Contract Administration and Employee Data Systems
 Establish and maintain processes and systems to effectively manage contracts, employee
data, records and the Human Resource Management System for faculty, letter of appointment,
graduate assistants and student employees
 Maintain and improve continuity of human resource processes and training between faculty,
student and graduate assistant employee types and work with other HR units (BCN, UNSOM)
to make mutual progress on consistency
 Work closely with Nevada System of Higher Education (NSHE) System Computing Office,
university computing staff, and other NSHE campuses to resolve system problems, implement
system enhancements, conduct system testing and resolve HRMS issues
 Supervise contract administration staff for all previously mentioned employee types
 Serve as security application coordinator for HRMS
 Analyze processes in order to recommend and implement continuous improvement solutions
 Problem resolution to include HRMS issues, complex contract issues and providing guidance
to departments/deans offices
20% - Compensation Administration and Job Evaluation
 Lead responsibility for all HR data elements required for the internal salary equity study and
primary liaison with Institutional Analysis for HR input into the model. Analysis of model output
to internal and external equity issues. Develop recommendations regarding compensation
actions based on the model outcomes.
 Construct university salary schedules including evaluating methodology and recommending
changes, as warranted
 Respond to salary equity analysis requests and consult with deans and directors on salary
issues
 Consult with administrative departments to develop appropriate position description
questionnaires and effective organizational structures.
Position Description – Director, Human Resources Systems
Page 3
15% - Policy Interpretation and Development
 Establishes and enforces policies, rules, protocols and procedures for the HRMS and
communicates to users
 Proactively identify and recommend resolution for policy and/or procedural gaps
15% - Faculty Employee Relations and Management of Faculty Human Resources
 Resolve faculty employee relations issues
 Oversee the Faculty Human Resource Department in the absence of the Assistant Vice
President, Human Resources
10% - Affirmative Action Plan
 Oversee development of all data sources required for the annual Affirmative Action Plan
 Analyze data and recommend availability data sources to be used
 Assist in the development of action plans based on data analysis
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Freedom
The Director frequently takes initiative and acts independently in solving human resource issues and
developing/defining administrative procedures, while performing within State, Federal, Board of
Regents and university policies and rules. Effective partnering and communication at all levels is
essential to operational efficiency and value added service. The Director sets operational goals for
the responsible areas consistent with the strategic direction given by the AVPHR.
Impact
Pay equity, affirmative action and employment contracts all have compliance and other liabilities for
the institution. If the Director is not effective as a manager and communicator, the institution may be
subject to penalties and/or damages by individuals, state and federal entities. An effective Director
will mitigate the potential for these issues, encourage employee retention, and provide high levels of
service and operational efficiency and impact progress on institutional goals such as diversity.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
 Human Resource Management systems including but not limited to production, QA (test), data
warehouse, data transfer and web interface systems
 Human resource policies and procedures
 Affirmative action and recruitment process
 Compensation systems and processes
Skills:





Advanced spreadsheet and database applications (Access, Excel)
Problem solving
Project management
Written and verbal communication
Enumerative and quantitative analysis
Position Description – Director, Human Resources Systems
Page 4
Ability to:
 Assimilate and analyze information
 Facilitate communication and negotiation
 Analyze data and draw valid conclusions
 Supervise employees
 Analyze, evaluate and refine human resources operational processes
 Establish individual and group goals
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Administrative, Academic and
Classified staff
NSHE and campus IT
Campus departments (Budget,
Planning and Analysis,
Sponsored Projects, Payroll)
Student Services
Reason for Contact
To facilitate resolution of human resource issues
To resolve problems; identify and create applications and/or
enhancements to resolve gaps
To coordinate on issues related to shared systems between
human resources and subject unit
Vice Provost
To review eligibility for student and graduate assistant employees
and coordinate on enterprise system issues
To resolve exceptions and issues
External
Vendors
Institutions of Higher Education
and other organizations
Reason for Contact
To research available solutions and maintain contracts
To gather and share comparative information related to salary
data, salary schedules, policies and procedures
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Master’s Degree from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Master’s degree and four years of comparable, progressively responsible managerial
experience in human resources
Preferred Licenses or Certifications: Senior Professional in Human Resources
(SPHR), Certified Compensation Professional (CCP) or other related certification
c.
Indicate any license or certificate required for this position.
None