Corporate Nashville | HRIS Analyst – Remote Opportunity | Brentwood, TN | United States | BigDataKB.com | 2023-01-27

Job Title: HRIS Analyst

Overview

The Human Resources Information Systems (HRIS) Analyst is primarily focused on the support and maintenance of HR systems. This position serves as a technical and functional resource for HR systems, ensures data integrity, tests system changes, and troubleshoots functionality in interfaces and with business users. This individual will also assist with developing and maintaining integrations and system interfaces, deliver ongoing support for reporting and analytics, and analyze processes and data flows for process improvement opportunities. The overall goals of the HR Operations department are to streamline processes, support implementation and acquisitions, and maintain high functionality of all HR systems. The role will report to the Director of HR Operations and is a remote work assignment, with optional onsite opportunities.

Essential Functions/Responsibilities:

System Administration / Ongoing Support

• Provides technical support, HR system maintenance and support, troubleshooting assistance, and guidance to HR, Payroll and Benefits staff on HR systems.
• Maintains optimal functionality of HR information systems including installations, customization, employee maintenance, and upgrades to modules and workflows.
• Oversees documentation of requirements, development, implementation, and testing to support HR business users, policies, and processes.
• Works with the HRIS & HR teams to consolidate data models and drive process decisions.
• Develop and manage file imports/exports for system integration with Benefits Admin System, Learning Management System, Financial systems, etc., collaborating with vendors and various benefit carriers to implement and maintain EDI feeds.
• Supports upgrades, enhancements, and testing of system updates when released by system vendors.
• Evaluate and ensure strong practices and compliance in process management, SOX audit, data security and privacy regulations, etc.

Strategic and Analytical Design

• Provide ongoing management and strategic evaluation of HR systems and delivery of integrated services to ensure alignment with organizational goals, competitive landscape, and related procedures to ensure best practice.
• Partners with Finance, IT, Operations, and Human Resources Center of Excellence leaders regarding system design, configuration needs, and system updates.
• Ensure data infrastructure supports future growth and integration of data for analytical insights.

Education/Requirements:

• Bachelor’s degree in human resources, information technology, business, or a related field or equivalent combination of related professional experience and education.
• Technical skills and 5+ years experience with HRIS systems including configuration, reporting and troubleshooting
• Working knowledge of UKG HRIS is strongly preferred.
• Experience collaborating with IT for data warehouse and analytics platforms (PowerBI and Tableau) is a plus.
• Demonstrated experience in the various HR functional areas, especially HRIS, payroll, benefits and change management.
• Healthcare experience with multiple locations and system configurations is strongly preferred.
• Strong communication skills to effectively interact with and influence various stakeholders across the organization.

Skills/Abilities:

• Strong communication skills– written & verbal
• Must read, write, and speak English fluently; Bi-lingual a plus
• Strong interpersonal skills
• Proficient in Microsoft Office Suite and HRIS Systems (UltiPro Preferred)
• Data Analysis capabilities
• Must model professionalism
• Demonstrated ability to effectively plan, prioritize & organize
• Knowledge of employee investigation protocol
• Measuring and tracking KPI’s for Human Resources

HR Department Core Competencies:

• Intellectual curiosity and empathy: HRBPs must have the desire to learn all aspects of the business and understand its goals. HRBP should view the attainment of these goals as a critical measure of his/her performance. Additionally, HRBPs must have deep care for the business workforce and be a proactive force behind workforce strategy.
• Problem-solving: HRBPs must be comfortable working with business leaders and managers to address workforce challenges or issues. Rather than viewing problems as “yours,” they should view them as “ours” and be an active part of the solution.
• Risk-taking and courage: HRBPs must be comfortable saying “no” and offering alternative opinions or actions to business leaders.
• Digital acumen: HRBPs must be able to analyze and interpret people-related data, use it to help business leaders better understand workforce needs and incorporate results into workforce strategy and planning.
• Business-language knowledge: HRBPs must speak “in business” and have strong business acumen. This comes with knowing the details of the business they are serving and understanding its jargon and acronyms.
• Networking skills: “Knowing who knows” within the business, as well as externally, is hugely important, as is the ability to develop relationships with those with knowledge and decision-making responsibilities.
• Change-management skills: HRBPs must have the ability to facilitate discussions around change and transformation. Additionally, they must be able to identify in advance where and when change management will be needed and proactively participate in developing plans.
• Discretion: Business leaders need to trust their HRBPs with sensitive, “insider” information. A leader needs to know a conversation will be kept confidential.

Experience

Preferred

• 1 year(s): Healthcare
• 3 year(s): UKG

Education

Preferred

• Bachelors or better