HRIS ANALYST-REMOTE -or- HYBRID OPTION Job at Excela Health Corporate Services
Description
Job Summary
The Analyst, HRIS will be reasonable for working with the HRIS, Payroll and Benefits teams with all aspects of the API time and attendance system and UKG HRIS system applications. This position will compile reports, audit the systems, provide education and support to managers and employees regarding system functionality. This position will also support for payroll, compensation and benefit functions ensuring all timelines are met.
Essential Job Functions
- Ensures that all information services are performed and delivered fully supporting the strategic objectives of both the organization and department strategic plans.
- Builds customer confidence in HR Shared services delivered by responding to customer needs in a timely, friendly and empathetic manner.
- Ensures that all data delivered, regardless of the delivery method, e.g. electronic, digital, hardcopy, etc., is accurate.
- Develops and employs data monitoring and testing methods to ensure data integrity.
- Reinforces data quality standards by guiding and mentoring customers in the use of best practices that will support and maintain data integrity.
- Manages assigned software applications by supporting and guiding customers in the maintenance of software functions, tools, tables or dictionaries.
- Responds to and logically troubleshoots and debugs software problems.
- Gathers, analyzes, recommends and submits software application enhancements to HRIS team leaders.
- Support ServicePro HelpDesk Tickets to resolve API/UKG user errors and issues.
- Assists in the implementation of projects and services in conjunction with other team members.
- Assists in education to managers and employees on new processes or changes.
- Produce reports including scheduled imports and exports timely and accurately.
- Continuous auditing of the systems to ensure the integrity of the data.
- Effectively supports the payroll function by entering and making changes to employee's data as needed.
- Works with payroll in weekly processes to ensure timely payroll processing.
- Assists compensation, benefits and payroll functions with all projects.
- Create reports and have knowledge of the Education Reimbursement policy.
- Initial approver of all workflow from UKG and delegate to the appropriate team for final approval process.
- Create reports for Saratoga Turnover metrics and provide to necessary internal customers.
- Other related duties as assigned.
Qualifications
- Bachelor’s Degree in IT, Human Resources, or related field and 0-2 years of HRIS or information technology experience.
- Advanced in the use of Excel, PowerPoint, and various software programs.
- Proficiency in Microsoft Office including Outlook.
- Prior experience using and administering an HRIS system strongly preferred.
- UKG / API and SQL experience preferred.
- Strong leadership ability, good organizational skills, independent and critical thinking skills, sound judgment, and knowledge of legal aspects pertaining to Human Resources, such as FLSA.
- Strong ability to communicate complex and/or controversial topics and concepts to a wide and diverse audience.
- Excellent ability to multitask and prioritize assignments.
License, Certification & Clearances
- Act 34 – PA Criminal Record Check from the PA State Police system
Supervisory Responsibilities
- This position has no direct supervisory responsibilities.
Position Type/Expected Hours of Work [DO NOT EDIT]
- Incumbent will be scheduled based on operational need (rotate shifts, standby, on-call, etc.).
AAP/EEO [DO NOT EDIT]
- Excela Health is an Equal Opportunity Employer. It is the policy of Excela Health to prohibit discrimination of any type and to afford equal employment opportunities to employees and applicants, without regard to race, color, religion, sex, national origin, age, marital status, non-job related disability, veteran status, or genetic information, or any other protected class. Excela Health will conform to the spirit as well as the letter of all applicable laws and regulations.
- Ability to perform the Essential Functions listed on the Physical Conditions and ability to perform the Essential Functions on the Working Condition chart below.
- Actively promotes a Lean work culture by performing team member duties to encourage consistent use of LEAN principles and processes, including continually seeking work process improvements. Recognizes the necessity of taking ownership of one’s own motivation, morale, performance and professional development. Strives for behavior consistent with being committed to Excela’s missions, vision and values.
Work Environment
When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.
Essential – Absolute Necessity.
Marginal – Minimal Necessity.
Constantly – 5.5 to 8 hours or more or 200 reps/shift.
Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.
Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.
Rarely – Less than 0.25 hours or less than 2 reps/shift.
Physical Demands
When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.
Essential – Absolute Necessity.
Marginal – Minimal Necessity.
Constantly – 5.5 to 8 hours or more or 200 reps/shift.
Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.
Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.
Rarely – Less than 0.25 hours or less than 2 reps/shift.
Qualifications
Experience
Preferred
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)
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