This module facilitates the recruitment process by managing job postings, receiving and tracking applications, and processing job offers. This also includes onboarding new employees by guiding them through the process of providing personal details, tax withholding information, and bank account details for direct deposit, etc. so they are prepared for their first day of work.

This module is the central hub for managing critical HR functions and information such as employee data, processes, and transactions.

This includes:

HR Structure: Maintains the HR structure such as organizational hierarchies including Senior Officers, Responsibility Centers and departments, job and position structures, and grades and grade ranges.
Employee Information Management: Securely stores and manages employee data such as personal information, contact details, contract data, employment history, and other relevant information.
Administrator Transactions: Supports essential tasks for HR administrators such as processing new hires and transfers and streamlines processes related to personnel actions such as promotions, terminations, leaves, and salary increases.
Employee Self-Service: Allows employees to access and manage their personal information, submit timecards, view pay stubs, update contact details, and perform other self-service tasks without HR intervention. It acts as a hub for the most common HR-related actions an employee may wish to take on a day-to-day basis.

This module manages employee benefits programs, including health insurance, retirement plans, flexible spending accounts, and more. It helps employees enroll in benefits, tracks eligibility, and review benefit-related documents and communications.

This module allows employees to track work hours, attendance, and time-off balances. Administrators can manage the functionality related to costing percentages for both hourly and salaried employees.

This module automates payroll processing tasks, including calculating wages, deductions, taxes, and generating paychecks or direct deposits for employees.

This custom module simplifies processes for administrators by allocating and distributing associated costs across Cost Centers encompassing Responsibility Centers, Departments, and projects. It calculates information to inform how salaries are distributed and generates data for the General Ledger for Financial Reporting. It also uses data to partner with other systems to generate effort statements supporting the University’s research initiatives in order to ensure compliance with requirements for sponsored research.

A major focus of this team is ongoing maintenance, monitoring, troubleshooting, and upgrades of HCM software to ensure optimal performance, security, and functionality to best serve our employees.  This involves troubleshooting issues, applying updates, and ensuring system availability and performance.  It also provides helpful user guides and system documentation and even offers ongoing support for HR staff and employees to ensure they can easily and effectively utilize the HCM systems.

To meet the University’s unique standards, requirements, workflows, and policies, our team configures and customizes HCM software. This includes updating settings, user interfaces, and functionalities to optimize efficiency and each user’s experience.

In order to ensure data quality, our HCM team implements processes for data validation, verification, and cleansing. The team then identifies and resolves data discrepancies, duplicates, and errors to maintain the integrity and reliability of HR data.

A major goal of our team is to evaluate and enhance HCM systems and processes to adapt to changing business needs, technological advancements, and industry trends. This team identifies opportunities to improve and simplify employees' experience by eliminating redundancy in HR operations and implements solutions to drive efficiency and effectiveness.

Our team evaluates existing processes and focuses on optimization of the process flow and implements automation using Oracle supported methodologies.

We prioritize integrating HCM systems with other University enterprise systems such as the finance and student systems to facilitate seamless data exchange and process automation.  Integration enhances data accuracy and reduces manual effort in managing HR processes.  Also, we are responsible for managing eligibility and enrollment data across vendors such as retirement, medical, vision and dental benefits.

We are responsible for evaluating, selecting, and implementing HCM software solutions that align with Pitt’s needs and objectives. We assess various options, considering factors like scalability, integration capabilities, and user experience to ensure we are selecting the best systems for our employees.

The HCM Team also manages relationships with software vendors. This involves communication, negotiation, and collaboration with vendors to address issues, request enhancements, and staying informed about product updates and roadmaps.

To protect our employees, our team defines access levels and permissions to restrict data access based on roles, responsibilities, and business needs. We ensure HCM systems adhere to data privacy regulations, employment laws, and industry best practices for security and confidentiality.

This department leverages HCM systems to generate insights and analytics related to workforce management, performance, and trends. This information enables informed decision-making and helps in optimizing HR strategies and processes in a way that best serves the Pitt community.