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The world of higher education is facing an unprecedented moment. With federal funding cuts and a challenging political climate, every dollar and every hour counts. While university leaders are focused on big-picture strategic goals, the day-to-day operational challenges can be just as critical.
When every department is being asked to do more with less, outdated, manual processes like off-cycle payments and pay advances become a significant drain on time and money.
Let’s explore how updating employee pay can help universities navigate these challenges and improve financial wellness for the entire staff.
The Strain on University Operations
For many higher education institutions, employee pay still operates on an antiquated model. Processing manual, off-cycle checks for new hires, terminations, or corrections isn’t just an inconvenience—it’s a costly, time-consuming process. These tasks pull valuable resources away from more strategic work, directly impacting overall productivity.
This kind of operational strain is a symptom of a larger, systemic problem in the education sector. Just as funding and labor issues contribute to a teacher shortage or bus driver shortage in K-12, administrative burdens in higher ed make it harder for
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