PeopleAdmin’s Position Management is an audit-ready single source of truth for position descriptions classifications, and organizational structure. Enable strategic decision-making with actionable insights
Effortlessly capture classifications, compensation, and reporting structure. With streamlined hiring manager reminders and communications, you can make better, faster hires.
Position Management solutions offer the efficiency and consistency that are critical to an effective talent management strategy at any HigherEd institution. Hire faster with job descriptions that are ready to go. Hire better by ensuring that your job postings reflect your current institutional needs, meaning you’ll get candidates that can succeed in their role. Easily keep track of organizational changes, and make sure job information is tied to positions, rather than to individual employees. Your institution will have full visibility of changes over time, as well as accurate organizational charts and a holistic view of workforce data.
HigherEd HR teams deal with constant change, from organizational changes to changes in position descriptions, staffing, and compensation. Keeping track of this without a Position Management software means time-consuming manual work, like emailing word documents back and forth to hiring managers or digging through files for old position descriptions. Reviewing and approving (or getting approval for) position descriptions can take a long time and can slow down the entire hiring process, meaning a role stays open for longer.
Living Library of Positions
With current, approved job descriptions for open positions, ensure you hire the right candidate for the reality of the job today (not when it was last posted). This robust solution captures more than just descriptions, including classifications, compensation, and reporting structure.
Intelligent Workflows
Customize workflows and create automated reminders for hiring managers to ensure position changes are managed appropriately. Easily create position requisitions and initiate reclassification requestions, approving requests with on-the-go mobile access. PeopleAdmin offers unparalleled complexity for hierarchy, customization, rules, and workflows to meet any configuration needs
Auditable and Compliant
A clean historical record tracks position changes over time, including who made and approved changes, keeping you audit-ready. Customization brings cross-campus standardization of organizational structure while supporting unique department needs.
Actionable Insights
Robust analytic dashboards provide real-time visibility at the institution or department level to inform strategic staffing and budgeting decisions. See open vs. filled positions, salary and budget variance, heatmaps for seat allocation, retention and promotion trends, and diversity and EEO metrics.
Powerful Integrations
Position Management offers incredible compliance, analytical insights, and efficiencies on its own. But when paired with other PeopleAdmin modules, it becomes a true powerhouse. Create a unified ecosystem where position details flow seamlessly across PeopleAdmin solutions (like Performance Management), your HRIS, ERP, and any other talent acquisition and management systems. Information is entered once, and can be reused again and again in myriad ways across your hire-to-retire lifecycle.
Savings
On The Dollar
The gender pay gap is persistent in HigherEd. Eliminate it at your institution with salary and budget insights.
70% time savings on creating, gaining approval, and posting new job positions.
Accurate and up-to-date job descriptions, classifications, and position frameworks provide the backbone for a successful talent management strategy. But over time, they become difficult to maintain, especially in the ever-changing world of higher education. Using Position Management, Montana State now tracks and manages those changes over time, improving recruiting, tenure-review, and performance evaluation processes
Posting outdated job descriptions can actually discourage candidates from applying to your open roles. A good job description is unique to a position and should evolve over time. Revisiting job descriptions each time you hire is an important part of hiring for the reality of the job today. If you post a role as it was the last time you hired, you might not hire the right candidate for the job as it has evolved, and there may be a disconnect between the new hire’s expectations based on the job description and the institution’s expectations for the candidate.
Yes. HR leadership has full oversight to determine the access level associated with each user group in Position Management.
The upload time depends on the number of position descriptions a customer has. PeopleAdmin can partner with customers to schedule an import of position descriptions.
A position management solution is a tool that enables HR teams to create a library of positions that live within an organizational structure. Teams can capture classifications, compensation, and reporting structure, and positions are not tied to individual employees.
A position management tool enables HR professionals to maintain oversight of organizational structure, open positions, and budget. HR teams can also keep track of historical position data and see changes made to positions over time. Check out this webinar and this blog post for more!
To ensure a successful implementation and adoption of a new position management solution, it’s important to gain support from your team and from departments across campus who might need to use the solution. Engage in focused conversation with stakeholders, offering the facts about the proposed technology or software. Be sure to allocate the right amount of time and resources to training your team on any new software or technology they’re expected to use in the course of their work. Frame the conversation around what is important to your stakeholders: how will this technology make their lives better and easier?