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Human Resource Information System Manager

2 months ago

atlanta, United States Osaic Full time

Summary:

The HRIS, Data & Analytics Manager is responsible for designing, developing and implementing the HR systems, data & analytics strategy, inclusive of the day-to-day management and operations of Workday and other HR systems.


This leader will work directly with internal HR stakeholders and business leaders across the enterprise to scope, develop and implement data, analytics and business process projects in support of business objectives. Through management of these enterprise-wide projects, the incumbent will work to improve efficiency and effectiveness of human resources business processes and data in accordance with the strategic direction of the organization.


Additionally, this role is responsible for ensuring proper security, controls and processes are in place across the HRIS footprint, working closely with internal stakeholders and auditors to meet requirements.


Responsibilities:

  • Set the strategic priorities of the team, working in partnership with HR leadership team and other internal stakeholders to identify HRIS, data and analytics needs in support of business strategy
  • Manage the HR data and processes, enhancing key data governance activities & processes to strengthen data integrity and security.
  • Manage the day-to-day support as well as project-based enhancements of Workday with stakeholders within and beyond the HR team.
  • Provide leadership, growth and development to the Workday HRIS Analysts.
  • Ensures proper data integrity and audit controls within all HR systems, inclusive of data security
  • Manages the relationship with the HRIS vendor to ensure proper support and development of training resources.
  • Manages relationship with consulting firm(s) that provide HRIS support; provide direction and guidance between in-house configuration work and when consulting firms are necessary
  • Analyze data that provides HR metrics and analytics to support strategic initiatives and ongoing continuous improvement. Propose and implement data based strategies for improved solutions.
  • Provide solutions, analytics observations and business recommendation, to assess the effectiveness of people management practices across recruiting, employee relations, organizational design, performance management, retention, turnover, talent management, mobility, and career progression.
  • Lead the discussions to prioritize HR systems projects, enhancements and additional functionality while balancing competing priorities based on companywide needs.
  • Drive the design and delivery of HR Metrics Dashboard and provide data to senior leaders and end-users to support the organization’s needs. Responsible for reporting and analysis, tools systems and processes, workforce planning, contractor management, HR compliance.
  • Lead and own workforce planning mechanisms. Measure spans/layers and other organizational design variables to drive efficiency and decisions. Capture total workforce cost, accurate headcount management, perform analysis to identify patterns, trends and recommend options for improvement.
  • Respond to the day-to-day data requests and enquiries from employees, managers and external agencies about individual and organization-wide human resource information.
  • Ongoing configuration and maintenance of Workday for employee data and org structure changes, maintenance of HR document database and other HR document and data storage
  • Oversee Workday data feeds to and from external vendors (Payroll, benefits, 401k, outplacement, employment verification, unemployment and more)
  • Project manage HR system upgrades
  • Other duties as assigned.


Education Requirements:

Bachelor’s degree in IT, business, human resources, or related field is required.


Basic Requirements:

  • Minimum 5 years of experience working with Workday and at least one Workday certifications
  • Minimum 5 years of experience working in HRIS
  • Experience implementing HR technology solutions.


Key Competencies:

  • Applies detailed knowledge of HR industry trends, the organization's strategic direction, competitors, and relevant stakeholders.
  • Consistently applies HR best practices to work and acts as a role model to others.
  • Conducts interviews with key internal stakeholders to gather information about their current and upcoming HRIS needs.
  • Assists with conducting internal and external analyses to identify barriers and opportunities.
  • Performs root-cause analysis to identify problems experienced by clients and provides recommendations.
  • Manages relations with vendors that are supporting HR on initiatives that are complex or have an organization-wide impact.
  • Evaluates HR vendors, ensuring examination of the strengths and weaknesses.
  • Examines outsourcing options for different initiatives and thoroughly analyzes the impacts this would have on employees and the workplace environment.
  • Increases technology usage by improving processes and providing training and development opportunities for others.
  • Acts as an advocate for HR technology on the HR team.
  • Recognizes gaps in current technology resources and identifies solutions.
  • Possesses an advanced working knowledge of troubleshooting techniques and can independently perform troubleshooting without the use of pre-written processes.
  • Anticipates potential user issues and determines what changes need to be made to the relevant technology before there are any concerns.
  • Demonstrates a thorough understanding of IT security principles, requirements, and standards, and acts in accordance with them.
  • Identifies and leverages relevant data when making decisions, providing recommendations, or analyzing organizational issues.
  • Instructs others on proper interpretation of metrics and data visualizations, pattern recognition, and basic statistical analysis.
  • Creates an environment of data-driven decision making for human capital decisions in their team.
  • Participates in the creation of, and upholds, data governance processes to ensure quality data.
  • Connects with other functions in the organization to leverage non-HR data that can be used to inform human capital decision making.
  • Uses effective storytelling to communicate results of data analysis and influence strategic business decisions at the department level.