25557 - Sr. Analyst, HRIS

Pediatric Associates Family of Companies•Plantation, FL

About The Position

The Sr. HR Information Systems Analyst serves as the technical point of contact for maintaining the integrity and reliability of the organization’s HRIS infrastructure. The role ensures applications and reporting meet the needs and objectives of the HR department and enterprise, and enhances the performance, configuration, and design of HR technologies to support HR and M&A/integration initiatives. The analyst optimizes HR system performance, gathers and audits data, recommends improvements based on performance metrics, and designs and implements HRIS processes. The role also supports system upgrades, patches, testing, and other technical projects. The position is non-patient-facing and may be full-time remote/telework or hybrid; the employee must be located in the U.S.

Requirements

Bachelor’s degree in Computer Science, Human Resources Management, Information Systems, Business Administration, or a related field.
At least 4 years of work experience with HR business systems.
Expert knowledge and proficiency in HRM software, specifically ADP WFN and Kronos.
Advanced proficiency in database management and security.
Experience documenting processes and performing diagnostic tests and audits.
Knowledge of HR laws and regulations related to HRIS management.
Strong analytical and problem-solving skills.
Excellent oral and written communication, interpersonal, and technical support skills.
Excellent organizational skills and attention to detail.
Ability to maintain confidential information.
Proficiency with Microsoft Office Suite or related software.
Thorough understanding of functional analysis and system design, and a highly technical understanding of at least one commercial HRIS product.
Ability to gather and interpret data and improve HRIS processes.
Ability to collaborate, provide technical support, and train staff.
Ability to communicate effectively with management and all organizational levels.
Ability to manage multiple priorities, with facilitation, leadership, and mentoring skills.
General knowledge of merger and acquisition best practices related to HRIS.

Responsibilities

Collaborate with HR staff and organizational leadership to define short- and long-term information and system objectives, and develop plans to modify or replace HRIS applications, modules, and systems.
Lead HRIS due diligence for mergers and acquisitions, including system assessments, configurations, data migration and uploads, SOPs, benefits policies and rules, company and payroll setup, and job mapping and architecture.
Ensure systems comply with data security and privacy requirements and monitor data integrity.
Perform application upgrades and provide training and technical support to stakeholders.
Assess system utilization and recommend training, customization, and enhancements to improve HRIS value and efficiency.
Prepare reports and present findings and recommendations to the Manager, HR Systems & Payroll, and other company leaders.
Identify, recommend, and program custom functions and documentation, including automated queries, filters, macros, and reports.
Collaborate with analysts and HR team members to plan, modify, and customize the HRIS and test applications and features.
Provide guidance and expertise to the HR team and lead system discussions with team members and vendor representatives.
Create training materials, guides, documentation, and SOPs.
Provide user training and hands-on support for HRIS initiatives.
Perform statistical analysis of HRIS data, run queries, and audit data within systems.
Audit HR processes and documents, including hiring, termination, and payroll administration, as needed.
Maintain knowledge of HRIS providers, vendors, technology, industry trends, best practices, and HR laws affecting HRIS requirements.
Partner with HR and Talent Acquisition team members on HRIS requirements, reports, and system data migration and integration.
Partner with Finance and other enterprise stakeholders on required system data, reports, and uploads.
Analyze HRIS performance metrics, resolve application issues, and ensure the accuracy of HR Metrics Dashboard data and reporting.
Ensure efficient auditing, recording, and secure storage of HR metrics, including attendance and employee performance data.
Analyze and report human-capital KPIs and trends, using findings to develop strategies and solutions for business and employee-relations issues.
Perform other duties as assigned.