Director, Human Resources and AI Systems Technology

We need to output HTML fragment with sections for headings where content exists. The job description includes many sections: About the role? Not explicit. We have description paragraphs. We need to identify sections: maybe "About the role" not present; we can skip. We have "Recruitment and Talent Acquisition", "Workforce Management and Organizational Effectiveness", "AI Governance, Risk, and Compliance", "Human Resources Technology and Artificial Intelligence", "Payroll Administration", "Benefits Administration", "Compliance, Privacy, and Information Security". Also "Requirements" (Education, Experience, Certifications Preferred). Also maybe "Summary". The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map headings to those generic ones? Actually they gave examples but we can use appropriate headings based on content. Likely we should use headings like "Responsibilities" for the functional areas, "Requirements" for education/experience/certifications, maybe "Benefits" if benefits content present (there is Benefits Administration). But they said only include section when posting has real, specific content for it. So we can include sections: Responsibilities (covering many bullet-like paragraphs), Requirements (education, experience, certifications), Benefits Administration maybe as its own section? But they said prefer few substantive sections over many thin ones. Could combine Benefits Administration under Responsibilities? However Benefits Administration is a distinct functional area; but we could include as part of Responsibilities. The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose headings that match content: Responsibilities, Requirements, Benefits (if benefits details), maybe "AI Governance" etc. But they said only include a section when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we need to decide. The posting includes detailed responsibilities broken into functional areas. Could group all under a single "Responsibilities" section with subpoints as

• . That would be substantive. Requirements: Education, Experience, Certifications Preferred. That's substantive. Benefits: The posting includes Benefits Administration responsibilities but not explicit benefits offered to employee (like health insurance, retirement). So we should not create a Benefits section because no actual benefits offered. Pay and Schedule not present. Thus output:

  Responsibilities

  then a
  with each responsibility item. Need to preserve all substantive information; not invent or summarize away detail. So we need to list each bullet as
  • containing the sentence(s). Must not lose details. We have many responsibility paragraphs; we can break them into logical items. Let's extract responsibility statements: From description: - Direct and oversee human resources administration operational functions and employee lifecycle processes. - Ensure the consistent administration of policies, procedures, employment practices, and regulatory requirements. - Maintain accurate workforce records, documentation systems, reporting structures, and compliance requirements. - Lead process improvement initiatives that enhance efficiency, service delivery, and employee experience. - Provide CHRLO with monthly reports to ensure alignment with strategic and division plan. Recruitment and Talent Acquisition: - Provide operational leadership and oversight of the full recruitment lifecycle, including workforce requisition planning, sourcing, screening, selection, offer management, pre-employment activities, and onboarding transition. - Partner with department directors and hiring managers to define staffing needs, position requirements, selection criteria, and timely hiring plans aligned with organizational priorities. - Develop recruiting strategies, talent pipelines, employer-brand initiatives, and sourcing partnerships that attract qualified candidates and support hard-to-fill positions. - Ensure recruitment and selection practices are consistent, equitable, well documented, and compliant with applicable employment laws, policies, and organizational standards. - Optimize applicant tracking, candidate communication, interview, and hiring workflows through technology, automation, and responsible use of AI. - Monitor recruitment performance through metrics such as vacancy rate, time-to-fill, time-to-hire, source effectiveness, offer acceptance, candidate experience, cost-per-hire, and quality of hire. Workforce Management and Organizational Effectiveness: - Develop and implement workforce planning strategies aligned with organizational priorities. - Develop dashboards, scorecards, and workforce reports to support decision-making. - Assist in identifying workforce risks and opportunities and recommending corrective action plans to CHRLO. - Support organizational restructuring and workforce optimization initiatives. AI Governance, Risk, and Compliance: - Ensure proposed People Services AI use cases are submitted through COA’s AI intake, risk assessment, and governance approval process before use. - Identify HR AI use cases involving sensitive data, vendors, automation, or decision support that require privacy, security, compliance, legal, or vendor review. - Maintain documentation of approved HR AI use cases, business purpose, data involved, human review steps, controls, training, testing, and sustainment plans. - Partner with AI Integrator, Privacy, Security, Legal, TIS, and People Services leadership to ensure HR AI initiatives comply with COA policy, contractual obligations, privacy/security expectations, and audit readiness requirements. - Assist in annual open enrollment planning, implementation, communication, and employee education. - Collaborate with HR Manager in analysis of benefits utilization, compliance requirements, vendor performance, and employee satisfaction. - Support recommendations from HR Manager regarding benefit design, cost containment strategies, and wellness initiatives for CHRLO approval. - Escalate concerns involving bias, discrimination, profiling, or inappropriate reliance on AI. Human Resources Technology and Artificial Intelligence: - Lead the administration and optimization of HRIS, workforce management, payroll, benefits, and compliance platforms. - Evaluate, recommend, and implement AI-enabled solutions that improve workforce productivity, employee experience, and operational effectiveness. - Collaborate with Information Technology, compliance and operational leaders on digital transformation initiatives. - Develop policies, procedures, governance standards, and workforce guidelines for responsible AI utilization. - Utilize automation and technology solutions to improve efficiency and reduce administrative burden. - Monitor emerging workforce technologies and recommend innovative solutions that support organizational goals. - Ensure workforce technology, HIPAA and HI-TRUST platforms maintain data integrity, security, confidentiality, and regulatory compliance. - Lead workforce technology adoption, training, and change management initiatives across the organization. Payroll Administration: - Provide leadership and oversight of payroll operations. - Ensure payroll processing is accurate, timely, and compliant with applicable laws and regulations. - Oversee payroll audits, reporting requirements, tax compliance, and payroll controls. - Collaborate with Finance to maintain payroll system accuracy and integrity. - Ensure appropriate administration of leave payments, retirement contributions, deductions, garnishments, and benefit-related payroll functions. - Identify opportunities to streamline payroll operations through automation and technology enhancements. Benefits Administration: - Provide operational oversight and administration of employee benefits programs. - Serve as the backup liaison with insurance carriers, benefit brokers, retirement vendors, wellness providers, and third-party administrators. - Lead annual open enrollment planning, implementation, communication, and employee education. - Monitor benefits utilization, compliance requirements, vendor performance, and employee satisfaction. - Ensure compliance with all applicable benefits-related regulations and reporting requirements. Compliance, Privacy, and Information Security: - Ensure compliance with federal, state, and local employment laws and regulations. - Maintain workforce practices that support HIPAA privacy and security requirements. - Partner with Compliance, Information Security, and Technology leaders to support HITRUST-aligned workforce security practices. - Participate in audits, risk assessments, policy reviews, and corrective action planning. - Ensure workforce information is appropriately protected and managed according to organizational standards. - Maintain awareness of emerging workforce, privacy, cybersecurity, and compliance requirements. - Ensure compliance with all applicable benefits-related regulations and reporting requirements. Now Requirements: Education: - Master’s degree in human resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or related field required. Experience: - Seven (7) or more years of progressive Human Resources leadership experience. - 5 years of supervisory or management experience. - Experience managing HR operations, workforce administration, payroll, benefits, and performance management programs. - Experience leading recruitment operations and talent acquisition strategies, including hiring-manager partnerships, candidate sourcing and selection, applicant tracking systems, and recruitment performance reporting. - Experience implementing HR technology platforms, workforce management systems, or and AI-enabled business solutions. - Experience utilizing workforce analytics and data-driven decision-making methodologies. - Experience within the healthcare, nonprofit, social services, government, or other highly regulated environments preferred. Certifications Preferred: - SHRM-CP, SHRM-SCP, PHR, or SPHR - Change Management Certification - AI for Human Resources Certification - HR Technology or Workforce Analytics Certification We also have a Summary paragraph but that's likely redundant; we could omit as it's summary of responsibilities. The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. The summary is substantive but could be considered duplicate. Might include as a

    under Responsibilities? But we already have detailed responsibilities; summary may be considered filler. Safer to omit summary as it's not a separate section and could be considered redundant. However instruction says preserve ALL substantive information; summary is substantive but maybe considered part of description. Could include as a

    before the list? But they said use

    for prose. The initial description paragraphs before sections are prose; we could include them as a

    under Responsibilities? Actually the first paragraph "Description Human Resources Administration..." is like an overview. We could treat that as prose under Responsibilities. Thus structure:

    Responsibilities

    Human Resources AdministrationDirect and oversee human resources administration operational functions and employee lifecycle processes.Ensure the consistent administration of policies, procedures, employment practices, and regulatory requirements.Maintain accurate workforce records, documentation systems, reporting structures, and compliance requirements.Lead process improvement initiatives that enhance efficiency, service delivery, and employee experience.Provide CHRLO with monthly reports to ensure alignment with strategic and division plan.

    • Provide operational leadership and oversight of the full recruitment lifecycle, including workforce requisition planning, sourcing, screening, selection, offer management, pre-employment activities, and onboarding transition.
    ... etc for each bullet. But we need to keep the prose separate from list items. Could combine all responsibility statements into
    only, no

    . The instruction: Use

    for prose. The responsibility statements are more like duties; could be list items. The initial overview sentences could be a

    . Let's do that. Thus:

    Responsibilities

    Human Resources Administration: Direct and oversee human resources administration operational functions and employee lifecycle processes. Ensure the consistent administration of policies, procedures, employment practices, and regulatory requirements. Maintain accurate workforce records, documentation systems, reporting structures, and compliance requirements. Lead process improvement initiatives that enhance efficiency, service delivery, and employee experience. Provide CHRLO with monthly reports to ensure alignment with strategic and division plan.

    • Provide operational leadership and oversight of the full recruitment lifecycle, including workforce requisition planning, sourcing, screening, selection, offer management, pre-employment activities, and onboarding transition.
    • Partner with department directors and hiring managers to define staffing needs, position requirements, selection criteria, and timely hiring plans aligned with organizational priorities.
    • Develop recruiting strategies, talent pipelines, employer-brand initiatives, and sourcing partnerships that attract qualified candidates and support hard-to-fill positions.
    • Ensure recruitment and selection practices are consistent, equitable, well documented, and compliant with applicable employment laws, policies, and organizational standards.
    • Optimize applicant tracking, candidate communication, interview, and hiring workflows through technology, automation, and responsible use of AI.
    • Monitor recruitment performance through metrics such as vacancy rate, time-to-fill, time-to-hire, source effectiveness, offer acceptance, candidate experience, cost-per-hire, and quality of hire.
    • Develop and implement workforce planning strategies aligned with organizational priorities.
    • Develop dashboards, scorecards, and workforce reports to support decision-making.
    • Assist in identifying workforce risks and opportunities and recommending corrective action plans to CHRLO.