HR Transaction Processor

The HR Transaction Specialist plays a critical role in supporting the university's HR operations through employeedata analysis, transactional oversight, auditing, and consultative guidance related to employment actions. This role serves as a primary resource, providing exceptional transactional support and customer service for employees, Budget Officers, HR Partners, and HR Centers of Excellence (COEs), grounded in a strong understanding of HR policy, HR systems, and data integrity best practices. The HR Transaction Specialist is responsible for interpreting and applying HR policies, conducting tier1 and tier2 inquiry resolution, performing data and transaction audits, and recommending process improvements to enhance efficiency, accuracy, and service delivery.

This role acts as a first point of contact for HR inquiries and provides analytical insights and troubleshooting related to employee records, paycheck matters, time and leave audit activities, and transactional submission and processing (e.g., compensation or funding adjustments, summer pay, 3G form processing, supervisor changes, PAFs/ePAFs, keying funding changes into the HR/Pay system, and employee records maintenance.). The HR Transaction Specialist partners with various campus offices in working audit reports (e.g., Temporary Work Hours, Federal Work Study Monitoring, Under-enrolled Activities, etc.) and works closely with departmental staff, HR Partners, and COEs to ensure highquality, compliant and timely HR service delivery.

The successful candidate will have strong organizational and communication skills and demonstrate responsiveness in processing and troubleshooting transactional issues. They must possess the ability to maintain a high satisfaction rate in a fast-paced and deadline-driven atmosphere as well as the initiative to identify, analyze, and improve HR processes to enhance efficiency and effectiveness.

The Transaction Processor is a hybrid position.

• Manages and audits time and leave data to ensure accuracy, identify exceptions, and support timely payroll processing.
• Provides training and instruction to employees and supervisors related to timekeeping corrections, absence reporting, and system functionality.
• Serves as subject matter expert reviewing and analyzing 3G hiring forms for accuracy in position data, compensation, and funding. Partners with HR Partners and units to ensure proper appointment setup and collaborates on compensation calculations when needed.
• Manages keying all non-project funding changs into HR/Pay and ensuring chart strings and pools are properly set up for payroll.
• Audits and keys all funding transactions related to Summer Pay and academic appointments; may perform deeper analysis on replacement rows and data conflicts to maintain clean data.
• Manages biweekly compliance reports (Federal Work Study, UnderEnrolled, etc.), investigates discrepancies, and collaborates on ensuring adherence to institutional and regulatory requirements.
• Manages the Personnel Action Forms (PAFs/ePAFs) and evaluates their alignment with governance, compensation structure, FTE standards, and position management rules. Maintains a high level of confidentiality in processing forms on behalf of Employee Relations.
• Performs analytical review of compensation adjustments, funding splits, and retroactive funding changes; partners with Budget Officers and HR Partners to ensure accuracy and policy alignment; identifies and escalates transactions which need intervention from Employee Relations.
• Manages the student compensation process by gathering data, validating accuracy, and preparing files for mass uploads.
• Reviews and audits workflow transactions (e.g., 3G, Additional Pay, Faculty Events, etc.) for data integrity and compliance before processing.
• Serve as subject matter expert, advising units on overload requests, evaluates allowability, identifies alternatives when needed, and collaborates with Talent Acquisition and Compensation on compliant solutions.
• Completes Funding Setup Request forms and appointment documentation requiring higherlevel analytical review (e.g., ensuring that cost centers are payroll eligible, fringe funding is overridden on FWS pools, CF1's are set up appropriately, helping calculate funding splits, etc.).

30% - Employee Support & HR Advisory

• Provides guidance and expertise, serving as the initial point of contact for HR position and payroll-related inquiries, providing accurate interpretation of policies, procedures, and workflow requirements across multiple channels (tickets, phone, email, chat).
• Conducts tier1 issue resolution and escalates complex issues to the appropriate HR teams while tracking and following up to ensure closure.
• Subject matter expert for employees and supervisors, and other departmental staff on HR processes, pay policies, timekeeping, and compliance requirements.
• Analyzes and maintains employee documentation and records within Perceptive Content and HR/Pay systems (e.g., additional pay documentation, researching paycheck issues, time & leave discrepancies).
• Investigates complex paycheck issues, researches and evaluates root causes (employment history, forms submitted, and data entered) and collaborates with HR COEs and Payroll on offcycle checks or pay corrections.
• Builds strong consultative relationships providing guidance, consultation, and expertise with HR Partners, unit administrators, system administrators, and HR COE staff to improve information flow and transaction accuracy.
• Provides back-up support for onboarding services team and front office staff as needed and is cross trained in critical compliance steps. Directs employees to centers of excellence for technical support as needed.

20% - Training, Documentation, and System Enhancements

• Stays current on updates to HR systems, policies, and procedures; updates training materials and resource documents accordingly.
• Collects feedback, performs workflow assessments, and identifies opportunities for process and system improvements to develop and continuously improve efficiency, accuracy, and user experience.
• Participates in developing and delivering training/guidance for HR colleagues, campus partners, and system users on using Perceptive Content to submit 3G forms, creating funding change forms, and the time and absence review process in HR/Pay.
• Represents the HR unit on crossfunctional workgroups, offering analytical and processfocused expertise.
• Participates in system testing, useracceptance activities, and implementation of new HR software tools or upgrades.
• Supports special projects, internal audits, and continuous improvement initiatives.

5% - Leadership & Team Collaboration

• Alternates with peers as backup to the HR Transaction Manager during absences, supporting team meetings or escalations.
• Mentors junior team members by providing guidance, feedback, and technical or process training.
• Contributes to shaping team standards and promoting a collaborative, solutionsfocused work environment.

5% - Other Duties as Assigned

• Participates in other projects as assigned and engages in ongoing professional development to strengthen HR, analytical, and technical expertise.

In addition to the online application, the following documents are required to be considered for this position:

• A cover letter addressing how required and preferred qualifications are met.
• Resume or curriculum vitae.
• Contact information for three professional references.

Incomplete applications will not be considered.

Application review begins Friday, April 3rd and continues until a qualified pool of applicants is identified.

Connie Jordan
HR Transactions Manager
cjordan10@ku.edu
785-864-2486

Starts at $44,100

Friday April 3, 2026

Monday April 27, 2026