HR Tech Analyst I/II - 015343

Summary:

Under the Manager of HRIS, the HR Technology Analyst is responsible for assisting in all HR Technology functions to include HRIS System Administration (testing, monitoring, and maintaining HRMS modules), improvement and implementation of processes in the HR Department, building of reports and analytics utilizing HR data and systems. The Analyst collaborates with HR team members to review and address system, process and data-related issues and seeks resolution. Develops and oversees the usage of user databases and provides high-level ad-hoc reporting from UltiPro.

Essential Responsibilities/Accountabilities:

Level is based on assigned areas of focus.

Level I: Focused on system administration and collaboration within HR Teams to align system capabilities to internal processes and requirements.

• Manages daily system administration tasks including daily/weekly/monthly data audits and data transfers, oversight of regular system processes (such as Talent Acquisition processes or Annual Compensation Processes), management of security access in system.
• Participates in process improvement efforts regarding system administration tasks noted above.
• Collaborates and works closely with all members of assigned internal HR teams to understand and support current processes, identify, recommend and implement improvements.
• Serves as technical and functional resource for existing HR Systems and Processes including Benefits, Position Administration, HR/Compensation, Training and Payroll.
• Works with HR Technology team in analysis, design, development, implementation and troubleshooting of existing and new HRIS system set up requirements.
• Oversees current and new interface development to payroll and third-party vendors. Coordinates the transfer schedule and determines best practices for data extraction and distribution.
• Builds documentation of key processes.
• Develops ad hoc reports as requested to support human resources and needs of the organization.
• Participates in various HR Technology projects across the organization.
• Designs and conducts audits to ensure data integrity; works with users of data to resolve data integrity issues and ensure audits are regularly utilized to ensure data integrity.
• Builds reports and enables automation and distribution to end-users within HR Technology Team, HR division, corporate management and internal customers.
• Interfaces with HRIS Vendor(s) for technical support to resolve system issues.
• Assists individuals throughout organization on utilizing HR tools (HRIS System, Reporting, etc.)

Level II: Focused on one or multiple areas including HR Technology Project Management, Reporting and/or Analytics. Individuals are flexible within roles with HR Segments and across the organization to achieve assigned tasks.

Project Management:

• Works closely with Human Resource business areas to understand business needs and make recommendations on how to improve processes utilizing system configuration/capabilities/modules.
• Acts as project manager for technical projects such as process improvement efforts or implementation of new capabilities.
• Makes recommendations on data administration in HR Information Systems to promote talent management and data analytics best practices.

Reporting:

• Builds reporting within HRIS system to monitor key processes and provide HR Segments with actionable reporting to improve/monitor processes.
• Designs and oversees use of separate end-user databases as appropriate to support Human Resources functionality not provided through the UltiPro HRMS system.
• Develops routine reporting mechanisms utilizing data warehouse to provide HR and business leaders with consistent information on regular and frequent basis.
• Partners with HR team members, business area and senior leaders to understand business needs regarding workforce analytics. Uses business area feedback to lead design and implementation of analyses.
• Leads development and implementation of technological systems to house and synthesize Workforce Analytics data from multiple sources into comprehensive data sets. Refines processes as technology evolves.
• Develops dashboards that meet Senior Leader needs in the areas including Leadership Development and Evaluation, Talent Acquisition, Performance Management and Goal Setting, Compensation, Employee Engagement.
• Builds Ad hoc reporting utilizing data warehouse to address business issues. Transforms Ad Hoc analyses into routine reporting as applicable

Analytics:

• Analyzes extensive data sets derived from both structured and unstructured sources.
• Accountable for supplying management with the analysis on the workforce or data related to make corporate decisions, identify trends, and the use of data mining techniques and development of advanced predictive models.
• Makes recommendations on internal Human Resources processes based on outcomes of analyses to internal HR stakeholders, external senior leaders.
• Provides Senior Leaders with insights derived from Workforce Analytics programs to make them better informed decisions.
• Presents data and analytics in easy to use and interpret formats including in person, online and paper-based.

All Levels:

• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values and adhering to the Corporate Code of Conduct.
• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.

Minimum Qualifications:

All Levels:

• Bachelor's degree in Human Resources, Statistics, Information Technology, Market Research or similar field. Master's degree or MBA preferred.
• Demonstrated experience in HRIS, data management or systems administration preferred.
• Advanced computer skills, specifically with MS-Excel, MS-Access. Cognos Reporting desired.
• Strong analytical and problem-solving skills.
• Strong communication and customer skills.
• Ability to train and present to various audiences.
• Ability to respond quickly to issues and deals effectively with all levels of personnel.

Level II:

• Ability to work autonomously within assigned areas of focus, understand stakeholder requirements and prioritize work.
• Experience in organizational, project planning and project management skills.
• Demonstrated experience in business analytics and/or technical project management preferred.

Physical Requirements:

• Ability to independently travel across the regions.

The Lifetime Healthcare Companies aims to attract the best talent from diverse socioeconomic, cultural and experiential backgrounds, to diversify our workforce and best reflect the communities we serve.

Our mission is to foster an environment where diversity and inclusion are explicitly recognized as fundamental parts of our organizational culture. We believe that diversity of thought and background drives innovation which enables us to provide leading-edge healthcare insurance and services. With that mission in mind, we recruit the best candidates from all communities, to diversify and strengthen our workforce.

OUR COMPANY CULTURE:

Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the American with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.

Equal Opportunity Employer

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)