Senior HRIS Analyst - Ridgeland, United States - HORNE LLP

Description

The Senior Human Resources Information Systems (HRIS) Analyst role is responsible for providing critical functional, technical, and business support for HR-related systems and platforms. This role works closely with compensation, recruiting, IT and finance teams. The scope of job responsibilities and duties encompasses day-to-day HR application and business support, system optimization, enhancements, projects, and project management. Primary responsibilities will be related to data continuity, integrity, maintaining and enhancing the overall quality of HR and compensation related systems data across our HRIS and platforms. The HRIS analyst also helps to streamline processes, procedures, optimize system functionality, and enhance the employee/company experience through collaboration and innovative forward thinking. This role requires leveraging knowledge, skills, and abilities (KSAs) to include but not limited to technology, analytical and data mining expertise to perform the various duties of the role.

Essential functions

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

• Perform additional compliance reporting requested by local, state, and federal government agencies.
• Maintain employee data and perform mass updates/edits to employee records.
• Perform regular audits of HR data for accuracy and consistency.
• Design, develop, implement, deliver and manage standardized HR reports in the HRIS and compensation systems including tracking trends, data analysis and predictive analytics.
• Responsible for overall strategy for analytics, including enabling technology. Also responsible for leading the execution of this strategy.
• Oversee the implementation, configuration, and maintenance of the HRIS system, including modules for HR, payroll, benefits, talent management, and time tracking.
• Serve as technical support for HR applications (Reflektive, FreshService, AlertMedia, Payfactors/Payscale, and Smartsheet).
• Serve as system administrator for UKG, or similar system.
• Lead system upgrades, enhancements, and integrations with other business systems, working closely with IT and external vendors as needed.
• Collaborate with HR leadership and other stakeholders to understand business requirements and translate them into system configurations and enhancements.
• Participate in cross-functional projects and initiatives as a subject matter expert on HRIS-related matters.
• Improve the employee user experience through hire-to-retire life cycle and driving a self-service model/automation across various platforms.
• Support HR systems releases, identify impact and enhancement opportunities associated with a new system release, and communicate appropriately with key stakeholders.
• Collaborate in the development of processes (specifically automated) to audit, analyze, resolve, and mitigate current and future issues.
• Develop and document workflow processes to create efficiency in the operation of HR systems.
• Implement process improvement procedures and recommend products or services to better meet functional needs.
• Act as project manager or team leader for the development of new or revised HR systems, processes, and related procedures.
• Manage access to Human Resources data by establishing access criteria and security policies and procedures, authorizing access in accordance with criteria and maintaining records of access authorizations and non-disclosure agreements.
• Provide training and support to HR staff and end-users on HRIS functionality, processes, and best practices.
• Use discretion and judgment to maintain confidentiality of sensitive data.

Required education and experience

• Bachelor's degree in Human Resources, Information Systems, Business Administration, Industrial/Organizational Psychology, or a related field and 3 years of experience in HR information systems (HRIS) and/or HR data analytics.
• Analytical mindset focusing on accuracy, efficiency, automation, and consistency.
• Experience in creating and analyzing multiple sets of HR data and ability to provide specific reporting from that data to include dashboards.
• Experience with data warehouse/data lake.
• Proficiency in data analytics tools to include, but not limited to, PowerBI and Tableau. Basic knowledge of SQL required.
• Proficiency in Microsoft 365 products to include intermediate to advanced Excel skills including VLOOKUPS, Pivot Tables and writing formulas.
• Demonstrates organizational, project management and critical thinking skills.
• Attention to detail, accuracy, strong follow-through and the ability to manage multiple priorities and deliver within deadlines.
• Excellent verbal and written communication skills.
• Goal oriented and time management skills.
• Team player who is service minded and maturity to interact, serve, and educate diverse audiences within the firm (partners, middle management, and support staff).
• Ability to see the "big picture," think "on your feet," and demonstrate problem solving skills.
• Adaptable and flexible to a changing and fast-paced work environment.
• Background check required

Preferred education and experience

• Experience with automation/RPA tools
• Prior experience using UKG Pro

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)