Human Resource Analyst

Hyosung HICO, a manufacturing company that builds transformers, is seeking an HR Analyst with Payroll expertise to join the HR team.In this role, you will be primarily responsible for processing bi-weekly payroll and managing time and attendance for approximately 500 employees on 3 shifts.You will interact frequently with Finance/Accounting andthe HRIS vendor Client Services team.This role is also our team subject matter expert for our HRIS, UKG.Primary HR Analyst responsibilities are to maintain the HRIS, participate or lead module implementations, configure and run reports and design/maintain HR Analytics Dashboards.

This role requires an individual that has an entrepreneurial and consultative approach to their work. Enjoys troubleshooting and problem solving.This role is an on-site role with frequent employee and supervisor/manager interaction; that could include providing training.

This position reports to the HR Operations Manager and has the support of an HR Coordinator.

SUMMARY:

THE ESSENTIAL FUNCTIONS OF THE POSITION INCLUDE, BUT ARE NOT LIMITED TO THE FOLLOWING:

HRIS RESPONSIBILITIES:
•Research, develop, and support the design, implementation and maintenance of HR systems and processes including, but not limited to affirmative action, compensation, timekeeping, job descriptions, performance management, staffing, employee development and training, new employee orientation, workers' compensation and safety. Activities include, but not limited to, developing electronic systems to collect data, transfer data between systems, producing reports and conducting training.
•Manage all aspects of the Human Resources Information Systems (HRIS)/Human Capital Management (HCM) system and projects to continuing roll out new functionality.
•Partner with IT to ensure the validation, reliability, and integration of Hyosung HICO HR systems and technologies. Maintain data interfaces between HR systems, tools and technologies.
•Process map all transactional functions within HR to develop a flow to activities.
•Maintain HRIS coding including job titles, organizational coding, FLSA status, grade, EEO code, worker's compensation code and other relative coding within the HRIS code tables and across HR systems.
•Partner with external vendors for all HR Operations, HRIS/HCM system vendors, benefit vendors and learning content.
•Administer HRIS and other HR systems including granting user access, and maintaining security protocols and programs.
•Conduct mass uploads of data into the HRIS system as needed, such as for large scale system changes, annual review processing, training records, benefits elections, compensation or any other HR related data.
•Generate monthly and quarterly analytics on headcount, turnover and other HR metrics.
•Provide HR team with report-writing support for HR analytics.
•Create and run scheduled and ad hoc reports as needed.
•Conduct regular HR Systems audits to identify discrepancies or errors.

PAYROLL & BENEFITS RESPONSIBILITIES:
•Process bi-weekly and monthly payroll, including supervisor timecard review and final approval.
•Provide support and assistance in calculating and processing all bonus and incentive payments.
•Produce reports and organization charts in support of the Company's headcount, salary planning and budgeting process.
•Support the Company's workforce planning and salary planning processes.
•Manages role-based groupings for access to system to maintain security of the system, keep data safe, organized and properly stored.
•Report on pay and performance inputs to identify areas of opportunity and share information in a summarized fashion.
•Participate in investigating factors that are adversely affecting the performance, morale and productivity of employees.
•Report on compensation practices and benefit plan designs, identifying trends, usage, and overall feedback regarding total compensation.
•Administer leave of absence company policies and procedures and federal/state regulations, to include but not limited to Title VII, FMLA, ADA, or any other federal or state law.

GENERAL HUMAN RESOURCES
•Act as a resource to employees, supervisors and managers regarding employee issues and interpreting Company policies, procedures and benefits.
•Research and implement appropriate recordkeeping and data collection procedures for HR programs and coordinate development and maintenance of human resource information processes and systems.
•Maintain knowledge of legal requirements and government reporting regulations to ensure policies, procedures and reporting are in compliance. Complete and submit for approval all employment-related government reporting, such as the EEO-1, VETS100, Affirmative Action Plan.
•Assist with administrative responsibilities, recruiting, employee relations, employee engagement or any other human resources related responsibilities or activities as assigned by the Human Resources Manager.
•Further the goals and positive, professional image of the Human Resources Department by acting as a liaison between other Hyosung HICO departments, employees, employment agencies and job applicants, government agencies, etc.
•Support and assist HYOSUNG HICO's Human Resources staff and other staff as needed.
•Know HYOSUNG HICO's Quality, Safety and Environmental Policies. Be able to fully discuss the importance of these policies and how they impact work.

THE DESCRIPTION ABOVE REPRESENTS THE MOST SIGNIFICANT ESSENTIAL DUTIES OF THE JOB BUT DOES NOT EXCLUDE OTHER OCCASIONAL WORK ASSIGNMENTS NOT MENTIONED.

THE NON-ESSENTIAL FUNCTIONS OF THE POSITION INCLUDE, BUT ARE NOT LIMITED TO THE FOLLOWING:

•Develop and maintain records and logs for employment, promotions, transfers, terminations, performance reviews, etc.
•Perform data input as needed.
•Support and make recommendations to improve Company policies and procedures.
•Perform other duties as assigned

REQUIREMENTS:

EDUCATION/SPECIAL SKILLS/EXPERIENCE/TRAINING:

•Bachelor's degree in business or related field plus a minimum of three (3) years relevant human resource experience, or equivalent education and experience.
•3 or more years' generalist human resources experience, with specific expertise in payroll, HRIS and HR operations.
•Work experience in a fast-paced environment with knowledge of state and federal employment laws and regulations required.
•Advanced organizational, customer service and interpersonal skills.
•Advanced computer skills including proficiency in Microsoft Office Products (Word, Excel & PowerPoint) HRIS and other HR-related systems
•Ability to communicate effectively verbally and in writing within a multi-cultural work environment is needed.
•Ability to effectively manage multiple concurrent tasks and priorities is vital.
•Perform other functions as assigned.

PHYSICAL/MENTAL CHARACTERISTICS OF THE POSITION AND ENVIRONMENTAL FACTORS OF THE WORKPLACE:
•Ability to use office equipment, such as PC, photocopier, fax machine, etc.
•Ability to travel occasionally (less than 10%)
•Ability to develop, analyze and draw conclusions to problems requiring quantitative results.

Hyosung HICO, Ltd., is an Equal Employment Opportunity (EEO) Employer. It has been and will continue to be a fundamental policy of Hyosung HICO, Ltd., not to discriminate on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, domestic violence victim status, sexual orientation, age, national origin, alienage or citizenship status, veteran or military status, disability, medical condition, genetic information, caregiver status, unemployment status or any other characteristic prohibited by federal, state and/or local laws.

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)