HRIS Analyst - Sarasota, United States - Roper Technologies

Description

About Roper Technologies

Roper is a diversified technology company with annual revenues of $5.5 billion. Roper has a proven, long-term track record of compounding cash flow and shareholder value. Roper operates market leading businesses that design and develop vertical software and technology enabled products for a variety of defensible niche markets. Roper utilizes a disciplined, analytical, and process-driven approach to redeploy its excess free cash flow towards high-quality acquisitions. Roper is a component of the S&P 500, Fortune 1000 and Russell 1000 Indexes and trades on Nasdaq under the symbol ROP.

Roper maintains a decentralized operating model with standalone entities around the world. Roper's Sarasota, FL corporate headquarters employs approximately 90 individuals, mainly performing Accounting, Tax, Internal Audit, Human Resources, Finance and Legal work for the corporation.

Additional information is available on the Company's website at

Roper Technologies is looking for a tech-savvy, curious and collaborative HR professional to join our team. The ideal candidate must have 2+ years of Admin-level HRIS experience and is eager to learn, provide innovative ideas, and broaden their experience across all areas of HRIS, payroll, equity, compensation, and benefits. Reporting to the Senior Manager, HRIS & Payroll, this individual is comfortable (and wants to) wear multiple hats, has a strong sense of ownership, and is passionate about being a key player in a fast-paced, ever-changing environment.

Responsibilities:

• Support the development and maintenance of all elements related to HRIS modules, including the configuration of tax codes, work locations, jobs, org levels, GL mapping, etc. for our decentralized operating businesses.
• Serve as an HRIS subject matter expert by troubleshooting technical issues, testing functionality and auditing data for integrity.
• Collaborate with IT and external vendors to test, upgrade, and optimize HRIS functionality and performance.
• Compare and analyze data from various HRIS sources, such as payroll, benefits, timekeeping.
• Assist with post-acquisition company setup and integration to HRIS system and associated modules.
• Create, update and present training webinars, job aids and communications.
• Additional duties as assigned.

Skills:

• Ability to analyze and resolve payroll/HRIS related issues, expediently and efficiently.
• Excellent verbal and written communication skills, and the ability to professionally communicate and coordinate with a wide range of internal and external customers.
• Ability to make decisions using sound judgment, while complying with internal policies and applicable state and federal laws and regulations.
• Continuous learner and enthusiastic to challenge oneself to obtain new knowledge and skills.
• Flexible, positive, can-do attitude while maintaining calm, professional composure during high stress situations.
• High level of professional and personal integrity and ability to exercise good judgment.
• High level of detail and organization.
• Capacity to thrive in ambiguous environments.
• Nimble, with a high level of attention to detail and ability to pivot between multiple time-sensitive tasks.

Qualifications:

• 2+ years combination of Admin-level HRIS configuration and payroll experience (UKG Preferred, but other systems acceptable, Workday, Ceridian, SuccessFactors, ADP, etc)
• Advanced Microsoft Excel skills
• PHR, FPC, SHRM-CP or desire to obtain, a plus
• Some knowledge of FLSA, state and federal wage-hour laws

Base salary $60,000 - $80,000 + annual bonus (tied to Company performance). Roper also offers a competitive wellness-enhanced benefits package including medical, dental, vision, flexible spending accounts, life insurance, long and short-term disability, EAP (Employee Assistance Program), 401(k) with a generous immediately vested match, employee stock purchase plan, vacation time, competitive parental leave, and customary holidays.

Total compensation is based on several factors including, but not limited to, type of position, location, education level, work experience and certifications.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)