Job Description

Number of Vacancies: 1
Area of Consideration: Open To The Public
Position Status: Full-Time, Regular
Pay Plan, Series & Grade: DS0058/6
Salary Range: $83,818- $88,952
Closing Date: Open Until Filled
Location: 4200 Connecticut Ave NW, Washington, DC 20008
Brief Description of Duties
The Senior HRIS Specialist serves as the University's lead expert in human resources information systems, providing advanced technical, analytical, and policy expertise in support of all HR operations. This position ensures the integrity and effectiveness of PeopleSoft HRIS and Payroll systems, oversees complex personnel transactions, and develops process improvements that enhance data accuracy, compliance, and service delivery. Drawing on an in-depth understanding of University policies, governmental regulations, and human capital practices, the incumbent analyzes and interprets information across benefits, employment, compensation, and talent management domains to develop sound, data-driven recommendations. The Senior HRIS Specialist also acts as a key liaison with internal and external partners--including IT, Finance, and external agencies--to coordinate system updates, reporting, and compliance efforts. This role requires exceptional analytical and quantitative ability, the capacity to manage multiple priorities in a fast-paced environment, and the interpersonal skill to communicate complex technical and policy information with clarity and professionalism. Through technical expertise, strategic insight, and collaboration, the Senior HRIS Specialist supports the University's mission by ensuring HR data integrity, operational excellence, and system optimization across all facets of the employee life cycle.
Essential Duties and Responsibilities HRIS Processing and Job Data Oversight - 60% Provides expert-level support for payroll processing and job data management, ensuring timely and accurate employee compensation. Validates payroll registers, retroactive adjustments, and job data changes for compliance with collective bargaining agreements, FLSA, and institutional policy. Serves as a technical and analytical escalation point for payroll discrepancies, collaborating with HR, Benefits, Budget, and Finance to resolve complex issues. Develops reconciliation processes and recommends controls to prevent errors and ensure audit readiness. Process WIGIs (within-grade increase)
Data Input, Reporting & Analytics - 15% Oversees the accuracy, consistency, and reliability of HR data across all modules. Designs and maintains advanced queries and dashboards that inform workforce analytics, compliance reporting, and strategic planning. Reviews and interprets data to identify trends, inefficiencies, or risks; develops evidence-based recommendations to improve decision-making. Ensures HR data and reports adhere to internal and external regulatory standards, including those governing higher education and public institutions. Work with the Human Resources team on financial audit, performance oversight hearing Report and IPEDS.
Customer Service, Communication & Troubleshooting - 15% Provides responsive, customer-focused support to internal stakeholders across the University. Diagnoses and resolves HRIS and payroll-related issues promptly, ensuring clear communication and minimal disruption. Translates complex technical information into accessible, actionable guidance for employees and managers. Builds trust through proactive communication, professionalism, and consistent follow-through. Partners with campus departments to anticipate needs, improve processes, and promote effective system use.
Team Leadership & Training - 5% Leads knowledge-sharing initiatives to build HRIS expertise across the HR team and end-user community. Designs and delivers technical and policy-related training on PeopleSoft functions, HR processes, and data best practices. Fosters a culture of continuous learning and collaboration.
System Administration & Optimization - 5% Serves as the primary functional lead for the University's PeopleSoft HCM system. Collaborates with IT and Finance to ensure system stability, data security, and compliance with institutional, local, and federal regulations. Evaluates current practices and recommends workflow optimizations that improve accuracy, efficiency, and user experience. Develops and maintains documentation for configuration standards, data flows, and operating procedures.
Minimum Job Requirements

• Bachelor's degree
• At least two years related experience required.

Core Competencies
1. Demonstrated analytical ability to critically review, assess and analyze policies and practices to develop and deliver sound recommendations.
2. Extensive knowledge of the PeopleSoft HRIS and Payroll systems or other Oracle systems and experience in HRMS/HRIS implementation, interfaces and updates.
3. Knowledge of personnel policy and procedures that impact major components of compensation, benefits and personnel actions to advise management, and analyze complex, HRIS-related problems.
4. Knowledge of, and skill in applying, an extensive body of human resources rules, procedures, and operations in an automated system sufficient to process a variety of unique and routine personnel actions, such as various special appointments, special employment programs, process and track special pay treatments, transfers and changes in assignments, etc.;
5. Ability to multi-task and be proactive in a fast-paced environment, effectively prioritizing multiple requests with ongoing day-to-day duties.
6. Effective organizational and interpersonal skills including effective verbal and written communication; ability to communicate complex information in a simplistic manner to ensure understanding.
7. Strong analytical and quantitative abilities; and 8. Proficient in a variety of software programs to include Microsoft Office Suite.
Information to Applicant
Collective Bargaining Unit (Union): This position is not part of the collective bargaining unit.
Employment Benefits: Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered 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.
Notice of Non-Discrimination: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the University of the District of Columbia 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, matriculation, political affiliation, 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, as provided for and to the extent required by District and Federal statutes and regulations. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.
Veterans Preference: Applicants claiming veterans preference must submit official proof at the time of application.
Visa Sponsorship: At this time, the University of the District of Columbia does not provide sponsorship for visas (e.g. H-1B). This position is also ineligible for Optional Practical Training (OPT).
Residency Preference: A person applying for a position who is a bona fide District resident at the time of application for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected, the person shall be required to present no less than 8 proofs of bona fide District residency on or before the effective date of the appointment and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.
Drug-Free Workplace: Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of any criminal drug statute occurring in the workplace.
Background Investigation: Employment with the University of the District of Columbia is contingent upon a satisfactory background investigation. The determination of a "satisfactory background investigation" is made at the sole discretion of the University of the District of Columbia. The University may refuse to hire a finalist, rescind an offer of employment to a finalist or review and may terminate the employment of a current employee based on the results of a background investigation.
Disposition of Resume: Resumes received outside the area of consideration and/or after the closing date will not be given consideration. You must resubmit your resume to receive consideration for any subsequent advertised position vacancies. For the purpose of employment, resumes are not considered job applications. Therefore, if selected for employment a UDC application will be required.
Job Offers: Official Job Offers are made by the University of the District of Columbia, Office of Human Resources only.
Contact Information: All inquiries related to employment and job applications should be directed to UDC Office of Human Resources at (202) 274-5380.
The 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: .

Skills Required