Supervisor, HCM Systems & Analytics

Tucson Electric Power•Tucson, AZ

1d•$90,000 - $125,000•Hybrid

About The Position

The Human Capital Management (HCM) Systems & Analytics Supervisor oversees and leads a team of analysts to provide system support, upgrade, optimization, and subject matter expertise for all Human Resources (HR) technologies and databases. Leads the team in providing reporting and analytics services to ensure accurate and timely access to HR data by other members of the HR team, leadership, and business stakeholders across the UNS Energy enterprise (e.g., developing and supplying reports, tracking metrics, creating dashboards, providing advanced HR data analytics services, etc.) Responsible for the HR budgeting process. Plays a critical role in reimagining the use of the human capital management system (HCM) at UNS and is integrally involved as a leader for the design and deployment of new HR technology.

Requirements

High school diploma or GED.
3 years of experience implementing and maintaining a HCM System, including subject matter expertise in HR & system processes, knowing how to use functionality to create solutions that address business needs, and creating efficiencies through the technology.
2 years of experience supervising a team (preferably of analysts or other information technology professionals)
Demonstrated experience with HR and workforce metric, developing dashboards and workforce-related reporting
Demonstrated knowledge and experience with data advocacy, analysis, and storytelling
Experience with, and ability to develop and implement standards and internal controls for HCM systems

Nice To Haves

Preferred experience standing up an HRIS and/or data analytics function within a medium-sized organization or larger
Bachelor’s degree in human resources, business administration, information technology, or related field; or equivalent work experience.
3+ years of experience implementing and maintaining Workday HCM, including subject matter expertise in Workday processes, knowing how to use functionality to create solutions that address business needs, and creating efficiencies through the technology.

Responsibilities

Contributes to the development and deployment of HR Operations strategies in alignment with enterprise HR strategy; special focus on partnering with the HR Operations Manager to lead the digitization of HR systems and processes while eliminating points of failure.
Institutes best practices, standards, internal controls, and operating norms for the HRSA team; establishing policies to ensure compliance with standards and internal controls by all HR system users.
Establishes team goals in alignment with Enterprise HR and HR Operations strategy, and manages work tasks, effort, and timelines to achieve performance targets.
Provides direction and oversees the operation and maintenance of all HRSA programs, projects, and processes, ensuring delivery within set expectations, timelines, and budgets.
Ensures operational excellence on the team, including planning, prioritization, tracking, and evolving service delivery to achieve efficiency, quality, value, and business outcomes; sustains focus on maintaining or improving the employee experience.
Drives process consistency, data integrity, and compliance with HR policies, procedures, data privacy, audit controls, and regulatory requirements within the HRSA team (while implementing structures that encourage the same for all users of HR systems).
Assists in leading change within HR and with the business for HR systems updates and enhancements.
Develops team skills and subject matter expertise, including but not limited to, consultation; HR technology savvy (specific to UNS); technology implementation, maintenance, solutions, and efficiency; data advocacy, analysis & storytelling; workforce metrics, dashboarding, and reporting.
Oversees the preparation and monitoring of the HR team’s annual capital, operating and maintenance budgets.
Responds to and finds resolutions to escalations from team members.
Manages relationships with external vendors, consultants, and partner organizations.
Partners and facilitates communication with HR teams, Information Technology (IT), Finance, Corporate Compliance, Payroll, other business areas, and vendors; ensures all appropriate stakeholders are notified and engaged with HR technology-related changes, solutions, appropriate usage, and opportunities for optimization.
Initiates and maintains relationships with HR Business Partners (HRBPs), HR Centers of Expertise (COEs), and the HR Solutions Center (HRSC) to understand needs; oversees the consultation, solution design, and HRSA team proposals that allow HR to become consistently trusted, strategic partners to the business.
Guides team consultation with business stakeholders in response to requests for systems or analytics support, including clarifying business requirements, designing potential solutions, communicating ideas, and implementing approved activities within the scope of responsibility for the HRSA team.
Demonstrates trust and professionalism by using independent judgment to manage highly confidential and sensitive information.
Continually increases personal understanding of utility business functions and processes related to HR programs and services; uses knowledge to support consultations and solutioning.
Guides the team to act as the point of contact (POC), HR subject matter expert (SME), and/or super user for all HR systems, software, databases, and other technologies (e.g., Workday, ServiceNow, Oracle BI, Enterprise Learning Management System (ELM), Contractor Management System (CMS), Taleo, Opac, Equifax, Awardco, etc.); may share ownership and responsibility with other groups for some systems.
Conducts special studies regarding system or program design to determine the cost-effectiveness of existing systems and programs, evaluate alternatives, and assess the desirability of new and/or modifications of existing systems and programs.
Oversees troubleshooting, root cause analysis, development of solutions, and systems fixes.
Leads the team in providing upgrade support for HR systems, including identifying and writing test scripts, conducting testing, troubleshooting workflow issues, and validating data and system functionality.
Ensures processes are optimized in HR systems, including identifying opportunities to automate, where possible.
Develops education and resources to support users and ensure consistency in the use of HR systems and technologies.
Oversees support for HR processes, including contractor conversion, eligibility, and access to the Critical Infrastructure Protection (CIP) program, and administration of the Contractor Management System (CMS).
Strategizes and oversees the development of custom reports, leader dashboards, workforce analyses, and direct access HR analytics & reporting resources; ensures effective communication and/or distribution of team resources, capabilities, and services.
Using deep expertise in HR metrics, leads the team in making recommendations for workforce performance measurements and key performance indicators.
Oversees the design and delivery of standard and custom dashboards of workforce data to support leadership decision-making; includes standard dashboards for HR leaders as well as custom dashboards for business leaders (designed and delivered in partnership with HRBPs).
Designs and implements the process for data auditing and clean-up to maintain data integrity in HR systems and databases; ensures accuracy and efficacy of data and reporting.
Implements and enforces internal access controls for HR data, in cooperation with the IT department.
May assist the team in performing complex analysis in support of projects and special assignments, as needed; examples include cost analysis, labor negotiation cost modeling, etc.
Partners extensively with the IT department and other internal groups on the design, deployment, and maintenance of HR systems.
Partners with HRBPs and other HR Centers of Expertise (COEs) to conduct root cause analysis and develop solutions to business challenges that involve HR Operations services and support.
Partners with or requests assistance from the HR Solutions Center (HRSC) for transactional support services in alignment with their scope of responsibility.
Responds to assigned escalated tickets from the HRSC according to service level agreement standards; prioritizes the employee experience and escalates as appropriate.
Performs personal administrative tasks (e.g., travel arrangements, pro cards, expense reports), calendaring, vendor management, and assigned administrative responsibilities.
Contributes to the design, development, documentation, and continuous improvement of HR Operations and HR processes and procedures; adheres to approved processes and quality standards.
Leads or assists with HR Operations and enterprise HR initiatives, programs/processes, and special projects, as assigned.
Ensures Company’s management principles, policies and programs are consistently practiced, and continually supports the Affirmative Action Plan.
Assumes fiduciary responsibility for operating the business and provides recommendations on cost improvement measures.
Ensures that the Performance Management program is administered uniformly and effectively.
Complies with and administers the terms and conditions of Collective Bargaining Agreements, when applicable.
Administers personnel functions, including recruiting, review and approval of job descriptions and salary classifications, and selection and placement of personnel.
Participates in hiring, promoting, assignment, direction, and termination of staff.
Ensures compliance with all applicable local, state, and federal laws, regulations and standards, company policies, practices, and ethical obligations to investigate, evaluates and recommends appropriate resolution to employee complaints.
Promotes and participates in the professional development, personal growth, and career planning of team members.
Motivates, recognizes, rewards, coaches, advises, and trains; provides feedback to employees during performance reviews.
Participates in Leadership Development programs.
Addresses disciplinary and/or performance issues, according to company policy, and communicates effectively with employees regarding corrective action.
Has input into the adjustment of grievances and administration of discipline.
Plans day-to-day operations, estimates personnel needs, and schedules and assigns work.
Evaluates the structure and team plan for continual improvement of the efficiency and effectiveness of the group.