What are the responsibilities and job description for the Director of HRIS position at TRAC Recruiting?
lt;p>We are seeking a Director< / strong> of< / strong> HRIS (Workday) < / strong>for a fulltime and direct hire role for one of our amazing partners in Fort Lauderdale FL. This is an onsite role so you must be local or willing to relocate to South Florida. < / p>
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You will be responsible for the vision leadership planning project coordination and management of the peoplecentric technology function supporting HR platforms and guiding the HR product strategy. You will lead a team that is responsible for empowering other members of the company with the tools to own their careers. This includes increasing access and adoption of people technology platforms and delivering continuous innovation to remove friction and redundancy.< / p>
< / strong>< / p>
Responsibilities : < / strong>< / p>
Allocate duties and responsibilities of the team and closely monitor and drive the progression of the project teams for ontime and onbudget implementation.< / li>
Maintain a highlevel of visibility on initiatives through highly engaged communication with stakeholders.< / li>
Lead decisionmaking processes to move projects along to completion.< / li>
Document and oversee project costs to ensure that all related costs are reflected accurately and documented for the finance team.< / li>
Process any necessary contracts and purchase orders through internal teams.< / li>
Help with any merger and / or acquisitions of property implementation.< / li>
Serve as lead representative and liaison between HR external vendors and company stakeholders for HR database design and implementation projects.< / li>
Ensure system compliance with data security and privacy requirements.< / li>
Recommend reclassification of positions to maintain consistency.< / li>< / ul>
Qualifications : < / strong>< / p>
10 years of related experience as a Director of HRIS Senior WorkDay Business Analyst or similar position.< / li>
Extensive WorkDay experience required. This includes installation interface customization and setup development maintenance and management.< / li>
Hospitality or casino gaming background or experience preferred.< / li>
Experience with statistical analysis of HR Data project management coordination practices and techniques.< / li>
Administrative systems for human resources and finance like Infinium Lawson InfoGenesis are a big plus. Experience with Kronos or SWS are a plus.< / li>
Experience with resort systems for gaming and hospitality like CMP SDS LMS are a plus< / li>
Must be highly personable and able to communicate clearly so you can build strong relationships across business groups and with IT personnel.< / li>
Have the ability to translate business requirements to technical requirements to enable IT technical teams.< / li>
Stakeholder management experience including department leaders vendors and consultants.< / li>
Fantastic interpersonal and communication skills with the ability to deal with a diverse range of people which includes the upper levels of corporate management.< / li>
Selfsufficient with the ability to work with limited supervision. Strong job knowledge with expectations and successful project completion.< / li>
Bachelors degree in information management with a focus on Human Resource and Payroll Software preferred.< / li>< / ul>
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All qualified applicants will receive consideration for employment without regard to race color national origin age ancestry religion sex sexual orientation gender identity gender expression marital status disability medical condition genetic information pregnancy or military or veteran status. You must be legally authorized to work in the United States without current or future sponsorship.< / p>
My notes : < / u>< / strong>< / p>
Role< / strong> : This is their #1 priority as of now but things always change. They really need someone to come in and be critically involved in this WorkDay implementation which is their biggest project. They are currently using iCIMS but they are moving to WorkDay. Its still in pieces right now and they are using PWC along with a lot of internal people to help with this 1218 month implementation. There will be a lot of continued maintenance and support afterwards. This person needs to be a leader and expert with WorkDay but they also need to be handson. This is a brandnew role for them. This person should be relatable in the industry.< / li>
Must have skills< / strong> : They should have extensive WorkDay experience (including installation interface customization and setup development maintenance and management). They should have HRIS experience in general in hospitality. If theyve done Workday implementations thats a huge plus. They are open to a very senior HRIS BA since its a small team but they must be super senior with serious leadership potential. They technical experience with WorkDay is the most important. They want someone with an entrepreneurial mindset. In an ideal world they want leaders in their industry. Ideally that is casino or even hospitality. They said that there are other industries that mirror them like retail manufacturing or warehousing because their demographics are similar. Experience with resort systems (gaming and hospitality) CMP SDS LMS and administrative systems (human resources and finance) Infinium Lawson Infogenesis are a big plus. Kronos or SWS are a plus.< / li>
Backstory and more insight into HR< / strong> : Anyone coming into this group needs to understand that they are very much in a transitional state in corporate HR and they are coming together as one. Theyve recently had a lot of promotions and they have merged their DEI and HR departments. Their big project is their Workday implementation which has been going on forever. They were working with a company called Mercer to help with this and do their modules. They were supposed to go live last July but in June they learned that they were not even close. They parted ways with Mercer and they are now working with PWC. Its been great so far but they pretty much need to start from scratch and this implementation will take about 1218 months. In the meantime they are still using iCIMS for now.< / li>
Team< / strong> : they have a Manager of HRIS (Peggy) and a team of 3 HRIS specialists under her.< / li>
Who is it reporting to< / strong> This role currently reports to Julissa (Dir of employee relations) but that structure can change. They just hired a VP of HR Transformation this week so they might move this role under them.< / li>
Current Candidates / Fall Short : < / strong> Theyve interviewed quite a few people. They are on stage 2 with 2 different people but they dont have anyone close to the finish line yet. One candidate is more of a manager instead of a Director. The other is strong with Workday but they are not sure if they are a leader and brand fit. Other candidates were not a brand fit or culture fit didnt have leadership experience or not as much Workday implementation experience with HRIS. Candidates theyve reviewed (full list and resumes are in attachments) : < / strong>
Salary / Bonus< / strong> : $140000.00 / Yr. $186000.00 / Yr plus 20% bonus. Will pay relo. Their relocation is outsourced and they will offer them a relocation package. Its not a max amount of money but it will include a full move of their items. They help them find residence and all of their expenses. Its a comprehensive package that should cover everything for their move.< / li>
Interview Process : < / strong> Send resume to Daija and Melissa via email. They will first interview with Melissa for a culture fit. Then they will meet with several HR department heads like the VP of Talent VP of Learning and Development and the VP of Employee Relations. They will also meet with Meaghan Ryan (Head of HR) and Stephanie. They might also meet with other people that know their HRIS internally. These will likely be joint or panel interviews and about 34 interviews in total.< / li>
Onsite / Remote< / strong> : They must be onsite most of the time but they can work remotely 6 days a month.< / li>< / ul>
Company : < / u>< / strong>< / p>
Website Description< / strong> : Seminole Hard Rock Support Services was created to provide support worldwide to hotels casinos and cafes for Seminole Gaming and Hard Rock International. With the largest global footprint in the hospitality industry for over 45 years our number one job is to bring fun and excitement to our guests lives.< / li>
Overview< / strong> : The support the Hard Rock International (Hotels cafes and shops) and Seminole Gaming (casinos that can only be on tribal land or places approved for gambling like Vegas and Atlantic City).< / li>
Upcoming Projects : < / strong>They are building a new guitar hotel in Las Vegas and they took over the Mirage Hotel on the strip. < / li>
Company size< / strong> : Over 500 in support services alone.< / li>
Size of IT Team< / strong> : < / li>
Tech stack< / strong> : < / li>
Remote / Onsite< / strong> : Anyone over the director level is onsite. Others are hybrid or remote but it depends on the role.< / li>
Culture< / strong> : Its an interesting culture and not everyone will thrive or survive it. They are like a $4 billion start up. Its extremely fast paced and its like jumping on a moving train. Someone that likes exciting and fastpaced work with an everchanging environment will be successful here. Its not boring and they love to have fun.< / li>
Staffing< / strong> : They only work with a handful of companies. They want to work on it internally first for a few weeks and then it will go to Melissa before staffing. She will make sure the roles go through approval before it can go to us. They currently have ICIMS to submit candidates but they are moving to workday by July 2024. She said that she and Brett would be my best contacts and they dont like when we go right to the hiring managers. Brett does IT / finance. Melissa does high executive level roles across all departments (mostly above VP level). They are doing direct hire mostly now and contractors really slowed down a lot. Their contractor ratio wasnt good so they wanted to balance it out. Now they only hire contractors for specific projects. They use internal staffing first for direct hires and then outside agencies. We will get new roles in iCIMS for now. If a candidate is already in the system and has been submitted to SHRSS for past roles they might still be considered our candidate. We just need to email Brett directly for duplicates before submitting.< / li>
Competitors : < / strong> locally just the cruise ships.< / li>
Melissa Lee (Dir of Exec Recruiting) : < / strong>She has a son that was 15 and daughter that was 14 as of July 2024. She lives in Las Vegas. Her son is getting his permit when he turns 15 (age they need to be in NV). She was a Recruiting Manager with them fromand worked at the property. She came back in Sept 2022 to work for corporate as the Dir of Executive Recruiting. She was brought onboard to build out their inhouse recruiting team for them. They had 2 recruiters on the team before. One was more on the corporate caf side and the other was on the SHRSS side. They sourced candidates on their own and managed relationships but they used way too many agencies. She is working to try to real things in as they build out an in house recruiting team. They now have 4 recruiters and they are broken down in specific divisions and departments based on their expertise. They are encouraged to fill positions on their own but they only have a certain amount of bandwidth so they still want to work with staffing. They want to use only a couple of agencies that are an extension of their team and business and they will be their go to agencies. Her Linked IN is I am passionate about matching talent with their dream career opportunities dedicated to providing solutions through innovative strategy and committed to serving as a trusted advisor to business leaders. I take exceptional pride in inspiring mentoring and developing a team. Remote Center of Excellence Leader delivering costsaving best in class recruitment programs and building loyal highperforming teams. HR foundation in all disciplines : employee relations & progressive discipline engagement & internal communication compensation & benefits administration compliance training & performance improvement. Strong internal client manager effective relationship builder across multiple units and regions and all levels of an organization committed to being a change agent and a collaborative trusted business partner. Extensive experience in operations provides a valuable perspective in facilitating talent strategy and effective solutions and obtaining buyin from stakeholders. Project Management and Systems Integrations : centralized recruiting model corporate shared service implementation Employee Referral Program EVP & employment branding buildouts project start up and management process improvement training facilitation. Executive and line level sourcing full cycle recruitment and high volume talent acquisition including mass job fair planning and panel interview / audition processes with a focus on Diversity & Inclusion. Technical knowledge in creating sourcing strategies and building pipelines to address key staffing needs. Driven by analyzing industry trends and metrics to evaluate performance turnover retention and conversion ratios and timetofill. Recruited for : IT Supply Chain Compliance Finance Purchasing Sales Marketing HR Warehouse Facilities Security Surveillance EMT General Cleaners Transportation Valet Customer Service Food & Beverage Culinary Retail Spa Casino Operations Management. Highly adaptable and motivated by a dynamic fastpaced constantly changing and hypergrowth environment. High energy warm mentor focused on building talented productive teams championing culture and developing a diverse population of team members to reach their full potential. ATS HRIS and recruiting software experience : iCIMS HRLogix Taleo TextRecruit Infinium UltiPro Success Factors LinkedIn Recruiter Indeed for Employers Calendly Predictive Index Hogan Assessments. Experience with Foreign Labor (J1 / H2B Visa) and Union and Collective Bargaining Agreements.< / li>
Debbie Rodriguez (VP of IT Portfolio)< / strong> : Ive known her for years and she has 2 boys. I believe they were adopted from South America. Her youngest graduated from high school in 2024. He was waiting to hear from Syracuse but he also got accepted into USF and Auburn but not UF. He decided to go to Auburn and started in Aug 2024. Her oldest turned 21 in 2024 and hes at Broward College for his AA. He wants to go to FSU after that. She been at Seminole since Jan 2019 and is now the VP of IT Portfolio Delivery Office. Her Linked In is She has expertise in leading organizations through strategic planning improvement processes and providing successful product launches. She said they have a bigger org now and she has a PMO and a BA org under her. She also oversees the financial for the org. She has about 40 people on her team now. She supports all Seminole properties and HRI owned properties. She is fully onsite and so is everyone over the director level. Others are hybrid or remote which helped them a lot. Especially when they need industry experience.< / li>< / ul>< / li>
Benefits< / strong> : They vary from property to property. For corporate PTO starts at 20 days per year plus 4 floating holidays. Highlights of the benefit package :
Medical Plan Comprehensive medical coverage with a broad provider network< / li>
Dental Plan Features innetwork and outofnetwork benefit options< / li>
Vision Plan Optional coverage that offers significant benefits< / li>
Prescription Coverage Providing both retail and moneysaving mail service options< / li>
Flex Spending Plan Optional pretax accounts that provide opportunities to set aside money to pay for certain healthcare and dependent day care expenses< / li>
Paid Time Off Based on length of service and employment status< / li>
Wellness Programs Designed to support healthy behavior in the workplace and to improve health outcomes< / li>
Tuition Reimbursement Program Financial support for workrelated courses and degree programs< / li>
Training & Career Development programs Helps Team Members to reach their professional goals through a wealth of leadership training and educational initiatives to maximize career development< / li>
Life Insurance Companyprovided life insurance additional voluntary life insurance and if desired supplemental life insurance for spouse and children< / li>
Team Member Assistance Programs Offering confidential professional assessment referral and counseling services< / li>
401(k) Plan Provides for savings through pretax payroll deductions with a Company Match and offering a wide range of investment options< / li>
Voluntary Supplemental Benefits Short and Long Team Disability Accident Critical Illness and Whole Life Insurance< / li>
Free Meals Provided daily in our Team Member dining room< / li>
Recognition Programs To celebrate and inspire Team Member actions and contributions< / li>
Contests and Activities Opportunities to participate in Team Members events and contests as well as charitable communitybased programs< / li>< / ul>< / li>< / ul>
The DIRECTOR HRIS is responsible for providing vision leadership planning project coordination and management of the peoplecentric technology function supporting HR platforms and guides HR product strategy. This position will lead the team responsible for empowering team members with the tools to own their careers increasing access and adoption of people technology platforms and delivering continuous innovation to remove friction and redundancy.< / p>
Essential duties include but are not limited to : < / strong>< / p>
Ensuring a highlevel of visibility on initiatives through highlyengaged communication with stakeholders.< / li>
Documenting and overseeing project costs and ensuring all related costs are reflected accurately in required documentation for Finance.< / li>
Processing any necessary Contracts / Purchase Orders through internal teams.< / li>
Allocating duties and responsibilities of the team closely monitoring and driving the progression of the project teams for ontime and onbudget implementation.< / li>
Leading decisionmaking processes required to move projects along to completion.< / li>
Serves as lead representative and liaison between HR external vendors and company stakeholders for HR database design and implementation projects.< / li>
Ensures system compliance with data security and privacy requirements.< / li>
Recommends reclassification of positions to maintain consistency.< / li>< / ul>
Qualifications : < / strong>< / p>
Bachelors degree in Information Management with emphasis on Human Resource and Payroll Software preferred.< / li>
Casino gaming or hospitality background or experience preferred.< / li>
10 or more years of related experience as business analyst or similar position.< / li>
Experience with resort systems (gaming and hospitality) CMP SDS LMS and administrative systems (human resources and finance) Infinium Lawson Infogenesis are required Kronos or SWS are a plus< / li>
Extensive WorkDay experience required (including installation interface customization and setup development maintenance and management).< / li>
Experience with statistical analysis of HR Data< / li>
Project Management / Coordination practices and techniques.< / li>
Highly personable and able to communicate clearly and build strong relationship across business groups and with IT personnel.< / li>
Ability to translate business requirements to technical requirements to enable IT technical teams.< / li>
Stakeholder management including department leaders vendors and consultants.< / li>
Exceptional interpersonal and communication skills with the ability to deal with a diverse range of people which includes the upper levels of corporate management< / li>
Selfsufficient requiring limited supervision over job knowledge expectations and successful project completion.< / li>< / ul>
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