HRIS & SuccessFactors Administrator

NW Natural•Happy Valley, OR

39d•$88,700 - $140,300•Hybrid

About The Position

The HR Technology Administrator is the primary internal technology owner for NW Natural’s Hire-to-Retire application portfolio. The role combines hands-on platform administration with solution ownership, stakeholder engagement, vendor coordination, and continuous improvement of enterprise HR technologies. The administrator supports SAP SuccessFactors, including Employee Central, Recruiting, Onboarding, Compensation, Performance & Goals, Learning, and Succession & Development. The portfolio also includes Employee Central Payroll, Workforce Scheduling, and Time Management. External partners may provide additional capacity or specialized expertise as needed, while the internal administrator remains accountable for platform and solution ownership. This is a technology-centered position involving direct work in enterprise HCM platforms: evaluating capabilities, configuring solutions, troubleshooting production issues, managing releases, and guiding external technical resources. The role partners with HR and other business stakeholders to understand needs, develop sustainable solutions, and maintain trusted relationships. This hybrid position is based at NW Natural’s downtown Portland, Oregon headquarters. Candidates must live within commuting distance or be willing to relocate to the Portland metropolitan area. Employees work onsite Tuesday through Thursday and may work remotely Monday and Friday, subject to business needs.

Requirements

Bachelor’s degree in Information Systems, Computer Science, Human Resources Technology, Business, or a related field, or an equivalent combination of education and experience.
Three or more years of experience administering, configuring, implementing, or supporting SAP SuccessFactors, Employee Central, or a comparable enterprise core HR/HCM platform in a production environment for a Level 2 role; additional years of experience are required for Level 3.
Demonstrated ability to configure enterprise applications, troubleshoot complex production issues, and manage changes through the software lifecycle.
Working knowledge of hire-to-retire processes and integration of core HR, recruiting, onboarding, talent, learning, time, and payroll capabilities.
Experience coordinating external support partners, implementation consultants, or managed service providers.
Analytical and technical problem-solving skills, along with documentation, communication, business partnership, and stakeholder engagement skills.
Ability to operate independently as the primary internal platform owner while building effective stakeholder partnerships and leveraging external technical resources.
Must reside within commuting distance of the downtown Portland office or be willing to relocate to the Portland metropolitan area.
Must work onsite Tuesday through Thursday; remote work flexibility is available Monday and Friday subject to business needs.

Nice To Haves

Experience supporting one or more additional SuccessFactors modules, such as Recruiting, Onboarding, Compensation, Performance & Goals, Learning, or Succession & Development.
Experience supporting or configuring SuccessFactors Employee Central Payroll.
Experience with workforce scheduling, time management, attendance, or employee time solutions.
Participation in at least one full-lifecycle SuccessFactors implementation, major module deployment, or HR technology transformation.
Knowledge of SuccessFactors integrations, APIs, identity management, data imports, and downstream system dependencies.
Experience with SuccessFactors reporting, analytics, and data governance.
SAP SuccessFactors certification in one or more modules.
Experience supporting a multi-company or multi-affiliate enterprise environment.

Responsibilities

Serve as the primary internal owner and administrator of SAP SuccessFactors and related Hire-to-Retire applications.
Configure, maintain, and administer SuccessFactors modules, including Employee Central, Recruiting, Onboarding, Compensation, Performance & Goals, Learning, and Succession & Development.
Configure and administer workflows, business rules, security design, notifications, templates, organizational structures, and Identity Authentication Service tenant configuration and role management.
Own day-to-day production support, incident triage, root-cause analysis, problem resolution, and coordination of technical escalations.
Monitor platform processes and systems to ensure business services remain available and function as expected.
Maintain application documentation, configuration records, support procedures, operational controls, and knowledge articles.
Support Employee Central Payroll, Workforce Scheduling, and Time Management within the broader Hire-to-Retire portfolio.
Coordinate payroll, time, and workforce management configuration and specialized technical changes with external experts as needed.
Partner with Payroll and HR stakeholders to troubleshoot issues, assess impacts, test changes, and maintain reliable integrations between core HR, payroll, time, and downstream systems.
Configure and support Employee Central Payroll schemas, features, and functions, coordinating specialized technical changes with external experts as needed.
Perform and coordinate cyclical HR and payroll activities, including annual benefits open enrollment and payroll year-end processing, W-2 preparation, required configuration, testing, issue resolution, and production support.
Evaluate business needs and determine effective solutions using standard platform capabilities, configuration, integration, automation, or targeted enhancement.
Lead and coordinate functional and technical solution design for enhancements and new capabilities within the Hire-to-Retire portfolio, engaging external specialists as needed.
Coordinate requirements clarification, solution validation, deployment, and post-implementation support while maintaining accountability for solution design and platform outcomes.
Identify opportunities to simplify HR processes, strengthen self-service, improve the employee experience, and reduce manual work through technology.
Maintain and influence the Hire-to-Retire application roadmap, balancing operational stability, enhancement demand, technical debt, compliance needs, and strategic investment.
Participate in projects and organizational changes requiring HR technology configuration or deployment support.
Lead evaluation and adoption of SuccessFactors release features in partnership with the business, including impact assessment, regression testing, deployment planning, and stakeholder communication.
Plan and coordinate configuration changes across development, test, and production environments in accordance with organizational change management requirements.
Partner with security, integration, data, and broader IT teams to maintain reliable and compliant end-to-end solutions.
Partner with business stakeholders to define, configure, and administer role-based permissions across SuccessFactors applications, including Employee Central, Employee Central Payroll, Learning, and Workforce Scheduling.
Support periodic access reviews, audit requests, SOX controls, and resolution of identified issues.
Coordinate external support partners, implementation consultants, or managed service providers as needed.