Description

As a member of the Talent Management Department, the HRIS Analyst provides expert level support of the company's HRIS systems with a focus on Time and Attendance modules and employee surveys. Partners with HR and other key cross functional team members, serving as the technical point of contact for the Time, Attendance and HRIS modules. Report writing, data analytics, and project management are part of the daily work.

ESSENTIAL FUNCTIONS:

• Configure assigned system modules and update related processes.

• Maintain HRIS tables and documents processes.

• Ability to track and maintain a complex PTO policy both in and out of HRIS systems.

• Drive the launch/implementation of new HRIS modules by testing modules and providing support to the Firm’s employees when modules go live.

• Develop standard and specialized reports to address firmwide report requests.

• Assist in the review, testing and implementation of HRIS upgrades or patches. Collaborate with functional and technical staff to coordinate application of upgrades or fixes.

• Work with carriers and vendors to set up Electronic Data Interfaces between the HRIS system and the designated 3rd party resource.

• Support human resources systems, including researching, logging, and resolving issues or problems, unexpected results, or process flaws. Apply advanced system analysis techniques to solve technical or functional problems. Communicate to leadership any risks or issues associated with the technical activities.

• Recommend process improvements and innovative solutions to meet requirements for stakeholders (recruiters, benefits, payroll, etc).

• Develop user procedures, guidelines, and documentation drafts for review by manager.

• Maintain awareness of current trends in HRIS with a focus on product and service development, delivery, and support, and applying key technologies.

• Provide ongoing support to all users of the HR systems regarding training, trouble shooting, configuration, or functionality.

ADDITIONAL FUNCTIONS:

• Other duties as assigned.

QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES):

Education:

• Bachelor’s degree, required. Bachelor’s degree in human resources, business, or computer science preferred. An equivalent combination of education and experience may be considered.

Experience:

• Minimum of 5 years of progressive experience in HR/HRIS required. Experience configuring and administrating human capital management systems required.

Knowledge, Skills, & Abilities:

• Experience with UKG Pro required. Modules include UKG Pro Core, Time and Attendance (WFM), Employee Voice, & HR File and Case Management.

• Advanced knowledge of reporting and data analytics using current reporting software, such as Cognos Business Intelligence, Power BI, SQL, preferred.

• Maintain professional integrity and honesty in all activities or interactions. Demonstrate professional oral and written communication skills; use discretion and appropriate professional language in addressing others. Respond to others promptly and following through on commitments in a timely manner.

• Adhere to ethical principles, maintain company confidentiality, and protect operations by keeping human resource information confidential.

• Take personal responsibility for the quality and timeliness of work and be able to achieve results with little oversight.

• Strong analytical and problem-solving skills for evaluating various technical solutions against business needs and choosing cost-effective solutions.

• Ability to make persuasive recommendations and present or report information to management.

• Intermediate project management skills needed to manage smaller scale projects.

• Strong attention to detail

• Solid organizational skills; ability to accomplish multiple tasks within the agreed upon timeframes through effective prioritization of duties and functions in a fast paced environment.

WORK ENVIRONMENT & PHYSICAL DEMANDS:

This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

PHYSICAL REQUIREMENTS

Sedentary work: Exertion of physical strength to lift, carry, push, pull, or otherwise move objects up to 10 pounds. Work involves sitting most of the time. Walking and standing is often necessary in carrying out job duties.

VISUAL ACUITY

Worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.

DISCLAIMER

Fox Rothschild LLP is under no obligation to provide sponsorship for this position. Applicants must be currently authorized to work in the United States on a full-time basis now and in the future.

The above is intended to describe the general content of and requirements for the performance of this job. It is not a contract or employment agreement and is not to be construed as an exhaustive statement of all functions, responsibilities, or requirements the employee may be required to perform, and the employee may be required to perform additional duties. Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will. Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation. If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position.

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 60-1.35(c)