Director of HRIS and UCPath Organizational Manager
for section headings, - for any list of duties/requirements/benefits, and
for prose.
We need to decide sections.
We have:
- About the role: Could be a brief summary of job duties. The posting includes "Brief Summary Of Job Duties" paragraph. That could go under About the role.
- Responsibilities: The "Job Functions And Percentages Of Time" section lists responsibilities with percentages. Could be list.
- Requirements: Could be "Required Qualifications" list.
- Qualifications: Could be "Preferred Qualifications". Or we could combine Required and Preferred under Qualifications? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Skills). So we have separate Requirements and Qualifications. Likely Requirements = required qualifications, Qualifications = preferred qualifications or additional qualifications.
- Skills: Could extract skills from required qualifications list (like expert knowledge of PeopleSoft, proficiency in data querying, etc.) Might be separate.
- Benefits: The posting includes "Benefits Eligibility: Full Benefits" and "Benefits Of Belonging" paragraph. Also "Excellent retirement and health are just one of the rewards." So we have benefits content.
- Pay: The posting includes "Pay Rate/Range: The budgeted salary range that the University reasonably expects to pay for this position is $123,000 to $155,796/year. ... The full salary range for this position is $123,000 to $237,800/year." So we have pay details.
- Schedule: The posting includes "Working Days and Hours: M-F 8-5pm" and "Type of Remote or Hybrid Work Arrangement, if applicable: This position is hybrid and requires an onsite presence of up to 3 days per week." Also "Special Conditions Of Employment Work schedule may require occasional evening and weekend work." So schedule content.
We must not include sections with filler like "commensurate with experience". We have actual content.
We must not repeat job title as heading. Not include Job ID etc.
We must output only HTML fragment.
We need to ensure we preserve all substantive information. That means we need to include all details from the posting, but we can reorganize into sections. Must not invent or summarize away detail. So we need to keep the specifics: percentages, duties, etc.
We need to be careful not to lose any detail. Let's extract all substantive content.
First, identify sections in the posting:
- Position Number: 40183560 (metadata, drop)
- Payroll Title: ORGANIZATIONAL DEV MGR 1 (maybe not needed)
- Job Code: 000564 (drop)
- Job Open Date: 3/20/26 (drop)
- Application Review Begins: 8/11/2026 (drop)
- Department Code (Name): PERS (HUMAN RESOURCES) (maybe drop)
- Percentage of Time: 100% (maybe drop)
- Union Code (Name): 99 (drop)
- Employee Class (Appointment Type): Staff: Career (drop)
- FLSA Status: Exempt (drop)
- Classified Indicator Description (Personnel Program): MSP (drop)
- Salary Grade: Grade 26 (maybe drop? but could be part of Pay? Not needed)
- Pay Rate/Range: ... (we keep)
- Work Location: 3101 SAASB (maybe drop? Could be part of About the role? Not required but could be included as prose. The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. Work location is substantive. Should we include? It's not a heading but we can put in a paragraph under About the role or maybe a separate meta paragraph. Since we have no heading for location, we can include in About the role paragraph.
- Working Days and Hours: M-F 8-5pm (schedule)
- Benefits Eligibility: Full Benefits (benefits)
- Type of Remote or Hybrid Work Arrangement, if applicable: This position is hybrid and requires an onsite presence of up to 3 days per week. (schedule)
- Special Instructions For full consideration, please include a resume and a cover letter as part of your application. (application instructions, remove)
- Department Marketing Statement (paragraph about HR) (substantive, could go under About the role)
- Benefits Of Belonging (paragraph) (benefits)
- Brief Summary Of Job Duties (paragraph) (About the role)
- Job Functions And Percentages Of Time (list with percentages) (Responsibilities)
- Required Qualifications (list) (Requirements)
- Preferred Qualifications (list) (Qualifications)
- Special Conditions Of Employment (schedule info) (Schedule)
- Misconduct Disclosure Requirement (legal boilerplate? Might be considered legal/EEO? It's about misconduct disclosure; could be considered legal boilerplate. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. This is a legal requirement about misconduct disclosure. Likely should be removed as legal boilerplate. However, it's substantive? It's a condition of employment. Might be considered legal. I'd lean to remove as legal boilerplate. But we need to be careful: The instruction says remove legal/EEO/equal-opportunity/scam-warning boilerplate. This is a legal condition. So remove.
- Job Functions And Percentages Of Time continues (we already captured). The text cut off at "undertakes a variety of functional, technical, communication, and logistical responsibilities in t". It seems truncated. We need to preserve as much as possible. The posted text ends abruptly. We'll include what we have.
Now we need to format.
We'll create sections:
About the role
... include department marketing statement, brief summary of job duties, work location maybe.
Responsibilities
- ... each responsibility with percentages.
Requirements
- ... required qualifications.
Qualifications
- ... preferred qualifications.
Skills
Maybe we can extract skills from required qualifications: Expert knowledge of PeopleSoft, Proficiency in data querying and visualization tools such as Tableau or Power BI, Strong understanding of HR processes, payroll, HRIS, data governance, and compliance requirements, Knowledge of federal and state laws and regulations across core HR and payroll functions, Advanced knowledge of organizational development and effectiveness, including theories, models, and interventions, Advanced knowledge of project management principles, best practices, risk implications, and large-scale initiative leadership, Ability to assess campus and business needs related to process improvement, organizational structure, and organizational effectiveness, particularly in the UCPath environment, Ability to translate senior leadership vision into actionable work plans aligned with operational priorities, culture change, and process improvement goals, Strong communication, collaboration, stakeholder management, and relationship-building skills, Ability to explain complex technical concepts to non-technical audiences and communicate effectively with technical and non-technical personnel at all levels, Strong facilitation, coaching, consulting, customer service, and consensus-building skills, Proven ability to establish trust, credibility, and productive working relationships with stakeholders, leadership, clients, coworkers, and campus partners, Strong analytical, problem-solving, and critical thinking skills, Strong written communication skills, including the ability to prepare project documentation, policies, procedures, presentations, and status reports, Commitment to fairness, respect, inclusiveness, empathy, integrity, ethical conduct, and diversity and inclusion.
We could list these as skills. But note that many of these are already in Required Qualifications. The instruction: Use - for any list of duties/requirements/benefits. So we could treat Required Qualifications as a list under Requirements. Skills could be a separate list but might duplicate. However, we could still create Skills section with those skill items. But we must not invent or summarize away detail; we can list them as they appear.
But we might avoid duplication by not creating Skills if it's just repeating Required Qualifications. However, the instruction says prefer a few substantive sections over many thin ones. So maybe we can omit Skills section and incorporate skills into Requirements or Qualifications. But we have separate headings for Skills; we can omit if not needed. The instruction: "include a section ONLY when the posting has real, specific content for it". So if we don't have distinct skills content beyond what's in Required Qualifications, we could skip Skills. However, the posting does have explicit skill statements; they are part of Required Qualifications. But we could still treat them as skills. But to avoid thin sections, maybe we combine.
We have Benefits, Pay, Schedule sections.
Benefits: we have "Benefits Eligibility: Full Benefits", "Benefits Of Belonging" paragraph, plus maybe mention of excellent retirement and health.
Pay: we have Pay Rate/Range details.
Schedule: we have Working Days and Hours, Hybrid arrangement, occasional evening/weekend work.
Now we need to ensure we preserve all substantive info. Let's extract each piece.
First, About the role:
- Department Marketing Statement: "The Department of Human Resources is dedicated to providing exemplary customer service in support of teaching, research and the public service mission of UCSB. We are committed to forming strategic partnerships within the UCSB community that create a work environment designed to attract, develop and retain the best qualified people. The department has a staff of 40+ employees and is made up of 5 centers of excellence covering the following HR services: Compensation and Classification, HRIS, Staff Engagement, Employee and Labor Relations, Benefits, Academic and Staff Assistance Program (ASAP), Leave Administration, Healthcare Facilitation, Retirement Counseling, Work/life Resources, Workplace Accommodations, Talent Acquisition, Training and Professional Development, UCPath and Workforce Administration, and HR finance & administration."
- Brief Summary Of Job Duties: "The Director of Human Resources Information Systems (HRIS) and UCPath Organizational Manager reports directly to the Associate Vice Chancellor and Chief Human Resources Officer, with a dotted-line relationship to the Vice Chancellor for Administrative Services. The position provides strategic HR technology leadership and operational oversight for the campus' HCM software. The Director leads the HRIS team, prioritizing both the functional and technical solutions that support continuous improvements for several platforms, including UCPath and ServiceNow. In this capacity, the position applies advanced organizational development concepts to identify and resolve complex issues that are diverse in scope while leading workforce administration, data analytics, and strategic initiatives for campus staff. This includes leading the assessment of UCPath-related organizational challenges and developing solutions that enhance performance across central offices, including Academic Personnel, Budget, Business & Financial Services (BFS), and HR. The Director represents the campus in a number of system-wide efforts, while coordinating escalated case management and operational alignment with the UCPath Center. Furthermore, the role manages the integrity of staff appointment data and Position Management within UCPath, overseeing many aspects of the lifecycle of staff employees. The position directs data analytics and reporting by leading the development of high-level dashboards to provide actionable insights while ensuring strict adherence to data privacy regulations and internal controls. As a supervisor of a team of analysts, the Director oversees cross-functional training programs and communication and formulates strategies with a high degree of autonomy. The work requires frequent problem-solving and the evaluation of variable factors to manage projects of campus-wide scope with significant organizational impact."
- Work Location: "Work Location:
for prose. We need to decide sections. We have: - About the role: Could be a brief summary of job duties. The posting includes "Brief Summary Of Job Duties" paragraph. That could go under About the role. - Responsibilities: The "Job Functions And Percentages Of Time" section lists responsibilities with percentages. Could be list. - Requirements: Could be "Required Qualifications" list. - Qualifications: Could be "Preferred Qualifications". Or we could combine Required and Preferred under Qualifications? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Skills). So we have separate Requirements and Qualifications. Likely Requirements = required qualifications, Qualifications = preferred qualifications or additional qualifications. - Skills: Could extract skills from required qualifications list (like expert knowledge of PeopleSoft, proficiency in data querying, etc.) Might be separate. - Benefits: The posting includes "Benefits Eligibility: Full Benefits" and "Benefits Of Belonging" paragraph. Also "Excellent retirement and health are just one of the rewards." So we have benefits content. - Pay: The posting includes "Pay Rate/Range: The budgeted salary range that the University reasonably expects to pay for this position is $123,000 to $155,796/year. ... The full salary range for this position is $123,000 to $237,800/year." So we have pay details. - Schedule: The posting includes "Working Days and Hours: M-F 8-5pm" and "Type of Remote or Hybrid Work Arrangement, if applicable: This position is hybrid and requires an onsite presence of up to 3 days per week." Also "Special Conditions Of Employment Work schedule may require occasional evening and weekend work." So schedule content. We must not include sections with filler like "commensurate with experience". We have actual content. We must not repeat job title as heading. Not include Job ID etc. We must output only HTML fragment. We need to ensure we preserve all substantive information. That means we need to include all details from the posting, but we can reorganize into sections. Must not invent or summarize away detail. So we need to keep the specifics: percentages, duties, etc. We need to be careful not to lose any detail. Let's extract all substantive content. First, identify sections in the posting: - Position Number: 40183560 (metadata, drop) - Payroll Title: ORGANIZATIONAL DEV MGR 1 (maybe not needed) - Job Code: 000564 (drop) - Job Open Date: 3/20/26 (drop) - Application Review Begins: 8/11/2026 (drop) - Department Code (Name): PERS (HUMAN RESOURCES) (maybe drop) - Percentage of Time: 100% (maybe drop) - Union Code (Name): 99 (drop) - Employee Class (Appointment Type): Staff: Career (drop) - FLSA Status: Exempt (drop) - Classified Indicator Description (Personnel Program): MSP (drop) - Salary Grade: Grade 26 (maybe drop? but could be part of Pay? Not needed) - Pay Rate/Range: ... (we keep) - Work Location: 3101 SAASB (maybe drop? Could be part of About the role? Not required but could be included as prose. The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. Work location is substantive. Should we include? It's not a heading but we can put in a paragraph under About the role or maybe a separate meta paragraph. Since we have no heading for location, we can include in About the role paragraph. - Working Days and Hours: M-F 8-5pm (schedule) - Benefits Eligibility: Full Benefits (benefits) - Type of Remote or Hybrid Work Arrangement, if applicable: This position is hybrid and requires an onsite presence of up to 3 days per week. (schedule) - Special Instructions For full consideration, please include a resume and a cover letter as part of your application. (application instructions, remove) - Department Marketing Statement (paragraph about HR) (substantive, could go under About the role) - Benefits Of Belonging (paragraph) (benefits) - Brief Summary Of Job Duties (paragraph) (About the role) - Job Functions And Percentages Of Time (list with percentages) (Responsibilities) - Required Qualifications (list) (Requirements) - Preferred Qualifications (list) (Qualifications) - Special Conditions Of Employment (schedule info) (Schedule) - Misconduct Disclosure Requirement (legal boilerplate? Might be considered legal/EEO? It's about misconduct disclosure; could be considered legal boilerplate. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. This is a legal requirement about misconduct disclosure. Likely should be removed as legal boilerplate. However, it's substantive? It's a condition of employment. Might be considered legal. I'd lean to remove as legal boilerplate. But we need to be careful: The instruction says remove legal/EEO/equal-opportunity/scam-warning boilerplate. This is a legal condition. So remove. - Job Functions And Percentages Of Time continues (we already captured). The text cut off at "undertakes a variety of functional, technical, communication, and logistical responsibilities in t". It seems truncated. We need to preserve as much as possible. The posted text ends abruptly. We'll include what we have. Now we need to format. We'll create sections:
About the role
... include department marketing statement, brief summary of job duties, work location maybe.
Responsibilities
- ... each responsibility with percentages.
Requirements
- ... required qualifications.
Qualifications
- ... preferred qualifications.
Skills
Maybe we can extract skills from required qualifications: Expert knowledge of PeopleSoft, Proficiency in data querying and visualization tools such as Tableau or Power BI, Strong understanding of HR processes, payroll, HRIS, data governance, and compliance requirements, Knowledge of federal and state laws and regulations across core HR and payroll functions, Advanced knowledge of organizational development and effectiveness, including theories, models, and interventions, Advanced knowledge of project management principles, best practices, risk implications, and large-scale initiative leadership, Ability to assess campus and business needs related to process improvement, organizational structure, and organizational effectiveness, particularly in the UCPath environment, Ability to translate senior leadership vision into actionable work plans aligned with operational priorities, culture change, and process improvement goals, Strong communication, collaboration, stakeholder management, and relationship-building skills, Ability to explain complex technical concepts to non-technical audiences and communicate effectively with technical and non-technical personnel at all levels, Strong facilitation, coaching, consulting, customer service, and consensus-building skills, Proven ability to establish trust, credibility, and productive working relationships with stakeholders, leadership, clients, coworkers, and campus partners, Strong analytical, problem-solving, and critical thinking skills, Strong written communication skills, including the ability to prepare project documentation, policies, procedures, presentations, and status reports, Commitment to fairness, respect, inclusiveness, empathy, integrity, ethical conduct, and diversity and inclusion. We could list these as skills. But note that many of these are already in Required Qualifications. The instruction: Use- for any list of duties/requirements/benefits. So we could treat Required Qualifications as a list under Requirements. Skills could be a separate list but might duplicate. However, we could still create Skills section with those skill items. But we must not invent or summarize away detail; we can list them as they appear. But we might avoid duplication by not creating Skills if it's just repeating Required Qualifications. However, the instruction says prefer a few substantive sections over many thin ones. So maybe we can omit Skills section and incorporate skills into Requirements or Qualifications. But we have separate headings for Skills; we can omit if not needed. The instruction: "include a section ONLY when the posting has real, specific content for it". So if we don't have distinct skills content beyond what's in Required Qualifications, we could skip Skills. However, the posting does have explicit skill statements; they are part of Required Qualifications. But we could still treat them as skills. But to avoid thin sections, maybe we combine. We have Benefits, Pay, Schedule sections. Benefits: we have "Benefits Eligibility: Full Benefits", "Benefits Of Belonging" paragraph, plus maybe mention of excellent retirement and health. Pay: we have Pay Rate/Range details. Schedule: we have Working Days and Hours, Hybrid arrangement, occasional evening/weekend work. Now we need to ensure we preserve all substantive info. Let's extract each piece. First, About the role: - Department Marketing Statement: "The Department of Human Resources is dedicated to providing exemplary customer service in support of teaching, research and the public service mission of UCSB. We are committed to forming strategic partnerships within the UCSB community that create a work environment designed to attract, develop and retain the best qualified people. The department has a staff of 40+ employees and is made up of 5 centers of excellence covering the following HR services: Compensation and Classification, HRIS, Staff Engagement, Employee and Labor Relations, Benefits, Academic and Staff Assistance Program (ASAP), Leave Administration, Healthcare Facilitation, Retirement Counseling, Work/life Resources, Workplace Accommodations, Talent Acquisition, Training and Professional Development, UCPath and Workforce Administration, and HR finance & administration." - Brief Summary Of Job Duties: "The Director of Human Resources Information Systems (HRIS) and UCPath Organizational Manager reports directly to the Associate Vice Chancellor and Chief Human Resources Officer, with a dotted-line relationship to the Vice Chancellor for Administrative Services. The position provides strategic HR technology leadership and operational oversight for the campus' HCM software. The Director leads the HRIS team, prioritizing both the functional and technical solutions that support continuous improvements for several platforms, including UCPath and ServiceNow. In this capacity, the position applies advanced organizational development concepts to identify and resolve complex issues that are diverse in scope while leading workforce administration, data analytics, and strategic initiatives for campus staff. This includes leading the assessment of UCPath-related organizational challenges and developing solutions that enhance performance across central offices, including Academic Personnel, Budget, Business & Financial Services (BFS), and HR. The Director represents the campus in a number of system-wide efforts, while coordinating escalated case management and operational alignment with the UCPath Center. Furthermore, the role manages the integrity of staff appointment data and Position Management within UCPath, overseeing many aspects of the lifecycle of staff employees. The position directs data analytics and reporting by leading the development of high-level dashboards to provide actionable insights while ensuring strict adherence to data privacy regulations and internal controls. As a supervisor of a team of analysts, the Director oversees cross-functional training programs and communication and formulates strategies with a high degree of autonomy. The work requires frequent problem-solving and the evaluation of variable factors to manage projects of campus-wide scope with significant organizational impact." - Work Location: "Work Location: