HRIS Analyst

RESPONSIBILITIES

• Serve as the initial point of escalation for system errors or failures related to Workday applications, direct access, data integration, and other supported HR systems.

• Manage the documentation of all HR system manuals - emphasizing user-friendly and easy-to-update approach for each system.

• Propose efficiency and quality improvements made evident through projects and day to day responsibilities.

• Collaborate with Audit/Legal, Finance, and IT teams to provide necessary data for system access reviews and audits.

• Gathers and compiles data related to external reporting compliance, such as, EEO-1, and VETS 100 reporting; and external audits such as the 403(b), Joint Commission, CARF, and other regulatory and compliance audits or surveys. Coordinates the process to ensure accurate data is submitted in a timely manner.

• Maintain HCM settings, including compensation data tables, organizational structure, and workflow settings and notifications. Documents process and results.

• Serves as primary contact for all data transmitted from HR via software feeds and reporting, such as Workday, Lever, Culture Amp, Egencia, Okta, and carrier feeds, and resolves data integrity and reporting issues.

• Acts as a professional resource and consultant to HR staff members and others across the organization in responding to internal inquiries regarding data, assisting in solving HR systems problems; analyzing, identifying and improving reporting and determining recommended solutions.

• Develops and maintains reports or queries for ongoing customer needs and on an ad hoc basis. Maintains data integrity in systems by running queries and analyzing data.

• Researches and resolves HCM problems, unexpected results or process flaws; performs scheduled activities; recommends solutions or alternate methods to meet requirements.

• Recommends process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy that must be approved by appropriate leadership prior to implementation.

• Serves as a key liaison with internal and external stakeholders (e.g., payroll, benefit vendors, HCM solution providers). May provide overall project management for a given HR initiative.

• Maintains awareness of current trends and developments in the human resources field and related technology through reading of professional literature and attendance at appropriate seminars, conferences and workshops.

• May develop user procedures, guidelines and documentation. Trains users on new processes/functionality, and may train new system users.

QUALIFICATIONS

• Bachelor’s degree or an equivalent combination of education and experience.

• 5+ years of HR experience with in-depth knowledge of Human Resources, Compensation, Benefits, and Performance processes and policies.

• 3+ years of HRIS/HCM experience required, preferably Workday; configuration and reporting development experience preferred.

• Experience with Core HCM, Benefits, and Absence Management preferred. Payroll and integration knowledge a plus.

• Ability to maintain confidentiality, strong ethics.

• Advanced written and verbal communication skills, with the ability to communicate with both technical and non-technical personnel.

• Strong project management skills with the ability to handle multiple tasks simultaneously and meet deadlines.

• Excellent customer service skills and a collaborative team-oriented approach. High attention to detail required.

• Advanced proficiency with Excel/Google Sheets and proficiency using business software applications including Microsoft/Google applications (Docs, Slides, etc.).

• Strong technical aptitude and experience with reporting and data analysis with a demonstrated understanding of the concepts and issues unique to the management of HR data.