The posting
JOB SUMMARY:
Serves as the lead for human resources and payroll operations within the College of Behavioral, Social and Health Sciences (CBSHS). Provides guidance and oversight to departmental HR and Payroll Liaisons (HRPLs). Supervises HRPLs assigned to the position while providing functional guidance and support to HRPLs who retain their existing departmental reporting relationships. Serves as the HR and Payroll Liaison and advanced/lead timekeeper for the Dean’s Office and designated support areas, and completes the related HR, payroll, timekeeping, recruitment, international employment, and personnel tasks for those areas. Ensures adherence to University policies and applicable state and federal laws and regulations. Coordinates college-wide assessment activities. Performs other duties as assigned.
JOB DUTIES:
10% - Assessment Coordination
Collaborates with the Associate Dean for Graduate Studies, Engagement and Assessment in coordinating assessment activities for the college. Reviews assessment submissions for completeness, accuracy, consistency, and alignment with University expectations. Along with the AD, develops and maintains assessment timelines, calendars, procedures, templates, and tracking tools to support timely completion of unit- and college-level assessment requirements. Supports assessment meetings, accreditation and licensing documentation, continuous improvement initiatives, and the use of assessment results to inform planning, resource decisions, and operational improvements. Collaborates with academic, administrative, and support-unit representatives to collect, organize, validate, and document assessment data and supporting materials.

35% - HR and Payroll Liaison for the Dean’s Office and Support Areas
Serves as the HR and Payroll Liaison and advanced/lead timekeeper for the Dean’s Office and designated support areas. Completes HR administration, payroll processing, timekeeping, recruitment, international employment, personnel actions, and related compliance tasks for these areas. Verifies payroll each pay period in accordance with payroll deadlines by reviewing pay amounts, timecards, supervisor approvals, leave requests, overtime, and costing allocations, and coordinates the resolution of discrepancies. Coordinates recruitment, pre-hire requests, offer letters, onboarding, offboarding, position changes, confidential personnel records, international employment requests, visa monitoring, and assistantship and fellowship appointments and related reporting in Workday. Organizes and assists in faculty and staff searches for the Dean’s office and supporting areas. Maintains records in accordance with University requirements and applicable laws and regulations.

55% - HR and Payroll Operations for the College
Leads and coordinates standardized HR and payroll operations across CBSHS. Provides guidance, training, and support to departmental HR and Payroll Liaisons and serves as an escalation point for complex transactions, policy interpretation, and issue resolution. Oversees college-wide payroll and personnel activities, including, but not limited to, pay period reviews, summer pay, overtime, supplements, overloads, dual employment, costing allocations, recruitment and onboarding, terminations, and position changes. Works closely with the Budget Center Business Officer on the summer pay process. Provides primary backup support for departmental HRPLs when they are out of the office. Directly supervises assigned HRPL staff and provides functional guidance and support to HRPLs who remain within their existing departmental reporting relationships. Promotes consistent procedures, process improvement, and compliance with University policies and applicable state and federal laws and regulations. Oversees the credentialing process for new faculty, working with Departmental HRPLs for Dean’s review, signature and submission.
JOB CODE:
AH10
EMPLOYEE TYPE:
Regular FTE Staff
Minimum Requirements:
A high school diploma and relevant experience in business management, public administration, or administrative services or a bachelor's degree may be substituted for the required work experience.
RESPONSIBILITIES:
JOB KNOWLEDGE
Firm working knowledge of concepts, practices and procedures and ability to use in varied situations.
SUPERVISORY RESPONSIBILITIES
Supervises work of others and may offer recommendations for hiring, termination and pay adjustments but does not have responsibility for making these decisions.
BUDGETARY RESPONSIBILITIES
No fiscal responsibility for the department's budget.
PHYSICAL REQUIREMENTS:
Perceive, observe, clarity of vision: 70%
Communicate, converse, give direction, express oneself: 70%
Walk or move about: 10%
Sit (stationary position) for prolonged period: 70%
WORKING CONDITIONS:
None: %
WORK SCHEDULE:
Standard Hours:
37.5
COMPENSATION INFORMATION:
Expected Salary Range
58000 - 62000
Salary is dependent upon several factors including, but not limited to, a candidate's previous experience, knowledge, skills and performance in accordance with Clemson's compensation guidelines.
ESSENTIAL PERSONNEL LEVEL:
Normal Operations - Required to follow emergency facility closure and modified operations directives, and not normally expected to work on-site during emergency situations.
JOB LOCATION:
Clemson, SC
APPLICATION DEADLINE:
October 16, 2026
MILITARY AND VETERAN:
Military Equivalency: Clemson University is proud to allow educational equivalency for military technical certifications and trainings that directly relate to the job duties.
Veteran Preference: South Carolina provides employment preference to eligible veterans for qualifying full-time permanent positions. To be considered, applicants must meet the minimum qualifications, have been discharged under honorable conditions, and indicate their veteran status in the application by uploading a DD-214 for confidential review. A request for Veteran Preference can be made via the application process. Please contact [email protected] with any questions or issues.
CLOSING STATEMENT:
Clemson University is an EEO/AA employer. Employment decisions are made without regard to characteristics protected by applicable law including disability and protected veteran status.
