Job Summary

This position plans and directs the implementation and administration of benefits and retirement programs and provides management for the school district’s Human Resources Information System (HRIS).

Essential Functions

Oversee the daily operations of benefits administration and HRIS functions to ensure accuracy, timeliness, and compliance with district procedures, collective bargaining agreements, and applicable state and federal laws.
Supervise HR data management staff, including assigning work, monitoring performance, providing training and support, and participating in evaluation processes in coordination with the Director of Human Resources.
Ensure the integrity of employee data within HRIS for payroll processing, state reporting and personnel records; implement and monitor data validation and auditing processes.
Coordinate closely with Payroll, Accounting and other departments to ensure accurate and timely data flow and resolve system or data-related issues.
Administer the District’s employee benefits programs, including medical, dental, vision, life, disability and retirement plans, ensuring compliance with SEBB requirements and established District procedures.
Manage benefits enrollment processes and communications to staff; ensure timely and accurate dissemination of information regarding benefit options and changes.
Oversee workers’ compensation processes in coordination with third-party administrators; support return‑to‑work processes and documentation.
Interpret and apply established district policies, procedures, and collective bargaining agreements as they relate to benefits, HRIS, and employee records; elevate complex or precedent‑setting issues to the Director of Human Resources.
Ensure preparation and submission of required reports, including state reporting (e.g., S‑275), in compliance with established timelines and requirements.
Maintain personnel records and ensure compliance with record‑keeping requirements.
Monitor changes in applicable laws, regulations, and reporting requirements; support implementation of necessary procedural updates.
Provide technical guidance and support to staff regarding benefits, HRIS processes or related topics; resolve issues within scope and elevate as appropriate.
Participate in internal and cross‑departmental planning related to HR systems and benefits administration.
Perform other related duties as assigned.

Reporting Relationship

Reports to the Director of Human Resources. Supervises the Benefits and Retirement Analyst, Benefits and Worker's Compensation Specialist, HR Data Analysts, & HR Reporting and Data Analyst.

Working Conditions

Requires meeting inflexible deadlines, dealing with distraught or angry people, substantial visual concentration, and occasional prolonged exposure to a visual display terminal.

Minimum Qualifications

Education and Experience

Bachelor’s degree in business administration, human resource management, accounting, or related field and four years of increasingly responsible experience with benefits management and HR information systems in a large and complex organization.

Allowable Substitution

Additional qualifying experience may substitute for the educational requirement on a year-for-year basis.

Knowledge, Skills, and Abilities

Knowledge of employment health and welfare benefits plan administration; knowledge of worker’s compensation administration; knowledge of federal and state laws in areas of practices; knowledge of the principles and practices of supervision; knowledge of principles and practices of human resources management; knowledge of complex relational databases and operating systems; ability to extract and manipulate data using a variety of tools; ability to operate a personal computer using MS Office with proficiency; ability to plan, organize, and set priorities; ability to read and interpret complex documents; ability to exercise independent judgment within scope of assignment; ability to communicate complex information in a clear and understandable manner; ability to remain flexible and work effectively under pressure; ability to establish and maintain effective working relationships with staff and the public; ability to attend to details, identify discrepancies, and perform research to resolve problems; ability to communicate effectively in writing, using correct grammar, spelling, and English usage; ability to effectively manage resources and projects.

#J-18808-Ljbffr","

Job Summary

This position plans and directs the implementation and administration of benefits and retirement programs and provides ...","Assistant Director of Benefits and HR Information Systems",[108],["B","3409319921"],"Work at Centralia School District","3 days ago","/jobs/3409319921-assistant-director-of-benefits-and-hr-information-systems","bothell, wa, United States","/jobs?keyword=Centralia+School+District","/jobs?location=bothell%2C+wa%2C+United+States","/jobs?keyword=Assistant+Director+of+Benefits+and+HR+Information+Systems",{"_65":66,"_67":109,"_69":110,"_71":111,"_73":112},"bothell","bothell, wa, United States, 98021","wa","98021",["D",1776830400000],"Job Summary\nThis position plans and directs the implementation and administration of benefits and retirement programs and provides management for the school district’s Human Resources Information System (HRIS).

Essential Functions

Oversee the daily operations of benefits administration and HRIS functions to ensure accuracy, timeliness, and compliance with district procedures, collective bargaining agreements, and applicable state and federal laws.

Supervise HR data management staff, including assigning work, monitoring performance, providing training and support, and participating in evaluation processes in coordination with the Director of Human Resources.

Ensure the integrity of employee data within HRIS for payroll processing, state reporting and personnel records; implement and monitor data validation and auditing processes.

Coordinate closely with Payroll, Accounting and other departments to ensure accurate and timely data flow and resolve system or data-related issues.

Administer the District’s employee benefits programs, including medical, dental, vision, life, disability and retirement plans, ensuring compliance with SEBB requirements and established District procedures.

Manage benefits enrollment processes and communications to staff; ensure timely and accurate dissemination of information regarding benefit options and changes.

Oversee workers’ compensation processes in coordination with third-party administrators; support return‑to‑work processes and documentation.

Interpret and apply established district policies, procedures, and collective bargaining agreements as they relate to benefits, HRIS, and employee records; elevate complex or precedent‑setting issues to the Director of Human Resources.

Ensure preparation and submission of required reports, including state reporting (e.g., S‑275), in compliance with established timelines and requirements.

Maintain personnel records and ensure compliance with record‑keeping requirements.

Monitor changes in applicable laws, regulations, and reporting requirements; support implementation of necessary procedural updates.

Provide technical guidance and support to staff regarding benefits, HRIS processes or related topics; resolve issues within scope and elevate as appropriate.

Participate in internal and cross‑departmental planning related to HR systems and benefits administration.

Perform other related duties as assigned.

Reporting Relationship\nReports to the Director of Human Resources. Supervises the Benefits and Retirement Analyst, Benefits and Worker's Compensation Specialist, HR Data Analysts, & HR Reporting and Data Analyst.

Working Conditions\nRequires meeting inflexible deadlines, dealing with distraught or angry people, substantial visual concentration, and occasional prolonged exposure to a visual display terminal.

Minimum Qualifications\nEducation and Experience

Bachelor’s degree in business administration, human resource management, accounting, or related field and four years of increasingly responsible experience with benefits management and HR information systems in a large and complex organization.

Allowable Substitution

Additional qualifying experience may substitute for the educational requirement on a year-for-year basis.

Knowledge, Skills, and Abilities

Knowledge of employment health and welfare benefits plan administration; knowledge of worker’s compensation administration; knowledge of federal and state laws in areas of practices; knowledge of the principles and practices of supervision; knowledge of principles and practices of human resources management; knowledge of complex relational databases and operating systems; ability to extract and manipulate data using a variety of tools; ability to operate a personal computer using MS Office with proficiency; ability to plan, organize, and set priorities; ability to read and interpret complex documents; ability to exercise independent judgment within scope of assignment; ability to communicate complex information in a clear and understandable manner; ability to remain flexible and work effectively under pressure; ability to establish and maintain effective working relationships with staff and the public; ability to attend to details, identify discrepancies, and perform research to resolve problems; ability to communicate effectively in writing, using correct grammar, spelling, and English usage; ability to effectively manage resources and projects.

#J-18808-Ljbffr\n","Job Summary\nThis position plans and directs the implementation and administration of benefits and retirement programs and provides management for t...",[122],["B","3409945326"],"5 days ago","/jobs/3409945326-assistant-director-of-benefits-and-hr-information-systems","Bothell, WA, United States","/jobs?location=Bothell%2C+WA%2C+United+States",{"_65":66,"_67":123,"_69":124,"_71":125,"_73":112},"Bothell","Bothell, WA, United States, 98021","WA",["D",1776016800000],"Executive Director, HR Operations\nNumber of Vacancies:

1\nArea of Consideration:

Open To The Public\nPosition Status:

Full-Time, Regular\nPay Plan, Series & Grade:

DS0058/2A\nSalary Range:

$134,333.24 – $141,854.08\nClosing Date:

Open Until Filled\nLocation:

4200 Connecticut Ave NW, Washington, DC 20008

The Executive Director of HR Operations provides strategic leadership and operational governance for the University’s human resources infrastructure, overseeing compensation strategy, classification and job architecture, benefits administration, talent acquisition and retention strategies, and HRIS & payroll systems modernization for optimizing operational service delivery.

Reporting to the Vice President for Human Resources, the Executive Director HR Operations will serve as the #2 for the UDC Office of Human Resources. This executive role is accountable for the design, execution, and continuous improvement of scalable HR frameworks that ensure equity, compliance, risk mitigation, fiscal responsibility, recognition and engagement, and service excellence across the institution.

The Executive Director supports the VPHR in providing strategic leadership and direction for several functional areas of Human Resources (HR), including compensation, benefits, talent acquisition, HRIS & payroll, and engagement to support recruitment, retention, and motivation of a highly qualified and engaged workforce. This role is a key advisor to the VPHR and senior leadership in aligning HR strategies with the organization’s short and long‑term objectives.

This critical role directs a multidisciplinary HR operations team and external partners, including classification and compensation consultants, MOUs, members of DCHR and OPRS, and district benefits administration partners. The Executive Director ensures cohesive integration of recruitment, retention, onboarding and off‑boarding, compensation governance, HRIS data analysis, audit assistance, payroll system improvements, workforce analytics and planning, policy creation and implementation, and modernization initiatives in alignment with the University’s 2024–2029 Strategic Plan and Service Excellence standards.

The incumbent serves as a senior operational advisor to HR and University leadership, translating institutional priorities into structured HR systems, policy frameworks, and measurable outcomes.

Position Responsibilities

Enterprise HR Operations & Talent Acquisition Leadership (20%)

Provides strategic oversight of HR operations and full‑cycle recruitment functions, ensuring consistent service delivery, compliance, and operational efficiency across all divisions.\nLeads and develops HR professional staff, including recruitment, classification, compensation, and operational personnel; establishes performance standards, accountability structures, and succession planning.\nEnsures onboarding and off‑boarding processes are standardized, compliant, and aligned with institutional branding and employee experience goals.

Compensation Strategy & Classification Governance (20%)

Oversees the University’s compensation structures, salary administration guidelines, and job architecture framework.\nDirects market benchmarking, pay equity analysis, and classification methodologies to ensure internal consistency and external competitiveness.\nManages external classification and compensation consultants and provides executive‑level recommendations to the VP regarding salary actions, reclassifications, and compensation risk mitigation.

HRIS & Payroll Administration (15%)

Assists and oversees HRIS and payroll administration and risk mitigation by working with the HRIS & Payroll Manager.\nBuilds business relationships with DCHR, OPRS, and other district partners to resolve concerns in a timely and effective manner.\nWorks with the HRIS & Payroll team to complete internal and external audits.

Benefits Administration Oversight & Vendor Governance (10%)

Provides operational oversight of benefits administration processes, ensuring coordination with district partners.\nSupervises internal benefits administration support and ensures compliance with regulatory requirements, enrollment timelines, and employee communications.\nMonitors vendor performance and service‑level agreements to ensure responsive and accurate benefits delivery.

HR Modernization, Policy & Systems Strategy (20%)

Leads enterprise‑wide HR process modernization initiatives, including workflow redesign, SOP development, digital automation, and system optimization.\nEnsures HR policies and procedures are current, compliant, clearly documented, and aligned with institutional standards and brand guidelines.\nOversees maintenance of HR digital platforms and employee‑facing resources.

Workforce Analytics & Strategic Decision Support (10%)

Establishes HR metrics dashboards and reporting frameworks to support workforce planning, recruitment forecasting, compensation modeling, and operational performance measurement.\nProvides data-driven insights to the VP and executive leadership to inform strategic staffing and budget decisions.

Institutional Collaboration & Executive Advisement (5%)

Partners with University leadership, Finance, and Academic Affairs to align workforce structure, compensation practices, and recruitment strategy with institutional priorities.\nRepresents HR Operations in cross‑functional planning initiatives and enterprise modernization efforts.

Budget, Vendor & Operational Resource Management (5%)

Oversees HR operational budgeting, vendor contracts, and fiscal planning related to recruitment tools, consultants, events, and service providers.\nEnsures responsible stewardship of resources and alignment with institutional financial controls.\nProvides oversight of operational logistics, audit support, ethics reporting coordination, and compliance documentation.

Required Qualifications

Master’s degree in Human Resources, Business Administration, Public Administration, or a related field.

Minimum of seven (7) years of progressively responsible experience in human resources, with demonstrated expertise in compensation administration, job classification, recruitment or HR operations.

Experience in a leadership role.

Experience supervising professional staff and/or student employees.

Strong knowledge of compensation and classification practices, including job analysis, pay equity, and benchmarking.

Demonstrated ability to develop and implement HR policies, procedures, and process improvements.

Proficiency with HRIS, payroll systems, and Microsoft Office applications.

Excellent organizational, analytical, and problem‑solving skills with strong attention to detail.

Strong written and verbal communication skills with the ability to work collaboratively across diverse stakeholder groups.

Ability to maintain confidentiality, discretion, and ethical standards.

Preferred Qualifications

Experience in higher education or public‑sector HR operations.

Treats others with courtesy, respect, and dignity in the workplace. Promotes cooperation through open and honest communication and consideration of others’ ideas, thoughts, and opinions.

Professional certification such as SHRM‑CP, SHRM‑SCP, PHR, or SPHR.

Demonstrated success in leading modernization efforts, including automation, digital tools, and process redesign.

Experience with workforce planning, HR metrics, and data reporting to support evidence‑based decision‑making.

Knowledge of federal and District of Columbia employment laws and regulations.

Proficiency in project management, workflow automation, or HR information systems.

Employment Benefits

Health and life insurance.

Annual vacation and sick leave.

Coverage under the University of the District of Columbia’s retirement plan (TIAA).

Equal Opportunity Employer

The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.

In accordance with the D.C. Human Rights Act of 1977, the University does not discriminate on the basis of actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran.

Sexual harassment and all related forms of discrimination are prohibited. Discrimination in violation of the Act will not be tolerated; violators will be subject to disciplinary action.

Veterans Preference\nApplicants claiming veterans preference must submit official proof at the time of application.

Visa Sponsorship\nAt this time, the University does not provide sponsorship for visas (e.g., H‑1B). This position is also ineligible for Optional Practical Training (OPT).

Residency Preference\nA person who is a bona fide District resident at the time of application may receive a 10‑point residency preference over non‑District applicants, unless the person declines the preference. If selected, the person must present no fewer than eight proofs of bona fide District residency on or before the effective date of appointment and maintain such residency for seven consecutive years. Failure to maintain residency will result in forfeiture of employment.

Drug‑Free Workplace\nEligible employees must notify their immediate supervisor, in writing, not later than five days after any criminal drug‑statute conviction occurring in the workplace.

Background Investigation\nEmployment is contingent upon a satisfactory background investigation. The University may refuse to hire, rescind an offer, or terminate employment based on investigation results.

Disposition of Resume\nResumes received outside the area of consideration or after the closing date will not be considered. Resumes are not treated as job applications.

Job Offers\nOfficial job offers are made by the University of the District of Columbia, Office of Human Resources only.

Contact Information\nAll inquiries related to employment and applications should be directed to UDC Office of Human Resources at (202) 274‑5380.

Equal Opportunity/affirmative action statement\nThe University of the District of Columbia is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans, and persons with disabilities are encouraged to apply. For a full version of the University’s EO Policy Statement, please visit: https://www.udc.edu/human-resources/equal-opportunity/

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Open To The Public\nPosition Status:

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Every career with Hearst Television is like a story. How it develops, where it takes you, the milestones you reach along the way – you’ve got a lot to look forward to as your unique career story unfolds. Hearst Television, a subsidiary of Hearst, owns and operates local television and radio stations serving nearly three dozen U.S. cities, reaching 24 million U.S. television households. Through its partnership with nearly all major networks, Hearst Television distributes national content across more than 120 video channels, including programming from ABC, NBC, CBS, CW, MY Net, MeTV, This TV, Estrella, and more. Hearst Television is recognized as one of the industry's premier companies. It has been honored with numerous awards for distinguished journalism and industry innovation, including the Walter Cronkite Award for political journalism, the national Edward R. Murrow Award, the DuPont-Columbia Award, and the George Foster Peabody Award.

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We know we'll find the right type of talent for specialized positions that may be more challenging to fill. For almost fifteen years, Mediabistro has been our go-to resource for talent in the media/publishing space.","https://production-rails-default.s3.us-east-2.amazonaws.com/public/post-jobs-logos/taunton-press-400x200.png","Mediabistro is valuable partner when it comes to finding top candidates in the media industry. Their team is extremely responsive, which makes the posting process quick and easy. They also offer great insight into branding company pages.","Huffpost","I love using Mediabistro for my harder to fill creative roles. Multimedia positions like photo editors, video producers, or even niche journalists yield great results. 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