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HR Systems Optimization Expert

2 months ago

Columbus, Ohio, United States augmentjobs Full time
Job Overview

Position Summary: The HRIS Management Specialist plays a crucial role in overseeing and enhancing the organization’s Human Resource Information Systems (HRIS) and associated HR technology solutions. This position entails configuring, maintaining, and resolving issues related to HR technology platforms, ensuring the integrity of data, and offering technical assistance to HR personnel and staff. The HRIS Management Specialist collaborates with HR leadership, IT departments, and external partners to deploy new HR technologies and refine existing systems, aligning them with the strategic objectives of the organization.

Core Responsibilities:

  1. HRIS Oversight and Enhancement:
    • Administer and sustain the organization’s HRIS and other HR technology platforms, ensuring they are tailored and optimized to fulfill the requirements of the HR department and the broader organization.
    • Supervise system upgrades, patches, and the implementation of new modules, ensuring that HR operations experience minimal disruption.
    • Partner with HR and IT teams to devise and execute system improvements that enhance efficiency and user satisfaction.
  2. Data Accuracy and Reporting:
    • Guarantee the precision, integrity, and security of HR data within the HRIS and other HR systems.
    • Establish and uphold data validation protocols and conduct regular audits to ensure data quality.
    • Produce and disseminate routine and ad-hoc reports on HR metrics, such as headcount, turnover, performance, and compensation data, to HR leadership and relevant stakeholders.
  3. Technical Assistance and Training:
    • Offer technical support to HR personnel and staff for HR technology systems, including troubleshooting issues and addressing user inquiries.
    • Design and deliver training programs and materials to HR personnel and staff on effectively utilizing HR technology systems.
    • Develop and maintain user manuals, FAQs, and other documentation to assist system users.
  4. System Deployment and Integration:
    • Lead or contribute to the deployment of new HR technology systems, encompassing project planning, system configuration, testing, and user training.
    • Ensure that new systems are seamlessly integrated with existing HR and organizational systems, minimizing data silos and optimizing workflows.
    • Collaborate with external vendors and consultants during system deployment and integration initiatives.
  5. Process Enhancement:
    • Evaluate current HR processes and workflows to identify opportunities for automation and improvement.
    • Work alongside HR leadership to redesign and enhance processes using HR technology, ensuring alignment with best practices and organizational objectives.
    • Continuously assess system performance and user feedback to pinpoint areas for enhancement.
  6. Compliance and Data Security:
    • Ensure that HR technology systems adhere to all pertinent labor laws, data privacy regulations, and organizational policies.
    • Implement and maintain security measures to safeguard sensitive HR data from unauthorized access or breaches.
    • Assist in audit preparations and compliance reporting related to HR data and technology systems.
  7. Vendor Relations:
    • Manage relationships with HR technology vendors, ensuring that service level agreements (SLAs) are fulfilled and that the organization receives high-quality support and services.
    • Assess and recommend new HR technology solutions and vendors based on the organization’s requirements and budget.
    • Oversee contract negotiations and renewals with HR technology vendors.
  8. Data Insights and Analysis:
    • Examine HR data to provide insights and recommendations to HR leadership regarding workforce trends, employee engagement, and other key HR metrics.
    • Create dashboards and visualizations that render HR data accessible and actionable for HR and business leaders.
    • Utilize data-driven insights to support strategic decision-making and HR initiatives.
  9. Ongoing Learning and Development:
    • Stay informed about industry trends, best practices, and emerging technologies in HR technology and HRIS management.
    • Engage in professional development and training to enhance technical skills and knowledge.
    • Share knowledge and insights with HR and IT teams to cultivate a culture of continuous learning and innovation.

Qualifications:

  • Bachelor's degree in Human Resources, Information Technology, Business Administration, or a related field.
  • 3-5 years of experience in HR technology, HRIS management, or a related role.
  • Strong knowledge of HRIS systems (e.g., Workday, SAP SuccessFactors, ADP) and other HR technology platforms.
  • Proven experience in system configuration, data management, and reporting.
  • Excellent technical skills, including proficiency in database management, data analysis, and system integration.
  • Strong communication and interpersonal skills, with the ability to work effectively with HR, IT, and external vendors.
  • Attention to detail and a commitment to data accuracy and security.