HRIS Comp Analyst
The (Senior) HRIS & Compensation Analyst has primary responsibility for administering the HRIS and compensation programs in support of the strategic objectives. The position is responsible for leading the department’s HRIS function from a technical perspective, including system design, development and administration to ensure operational efficiency, employee self-sufficiency and streamlined processes.
This role encompasses core HRIS and Compensation responsibility areas. At times there may be a heavy emphasis on Human Resources and Compensation Committee of the Board of Directors (BOD) materials development and analysis, and project work.
This role is comprised of a blend of strategic initiatives, and administrative and routine tasks/deliverables and projects. HRIS experience is required for this role.
This position is classified as sensitive. Sensitive positions are subject to a sensitive position background investigation.
HRIS (core responsibilities, daily)
HRIS responsibilities span system “ownership” to partnering with colleagues to maximize our investment in technology and providing end user training. Provide HRIS thought leadership and expertise on Workday application and other disparate systems/tools, such as Cornerstone Learning, within the HR function. Core responsibilities include:
Lead HR efforts to optimize Workday application
Maintains the core HRIS to ensure data integrity, privacy and accurate reporting.
Serves as a HR analytics expert, developing essential dashboards for trends in multiple areas of HR.
Manage Workday’s Absence functionality to ensure accurate tracking and reporting
Prepares monthly, quarterly and ad-hoc reports and related metrics. Helps to define relevant metrics /scorecard data and provides timely reporting and analysis to various constituencies.
Responsible for report writing, problem resolution and data changes/corrections.
Works closely with end users to define requirements for new or improved systems/processes and takes the lead in delivery and testing of new functionality.
Work with other departments in to explore options to automate processes in Workday that may currently be manual and/or suboptimal
Ensures proper internal controls are in place, documented and followed for Workday.
Ensures that all Workday processes are in line with policies.
Provides Workday training to new employees.
Administer on-going total compensation and reward programs in support of the business objectives and pay-for-performance strategies, including but not limited to:
Works with manager and Human Resources management to continually review, monitor and design competitive, cost-effective total compensation and reward programs, including executive and staff incentive plans.
Administers annual incentive programs from modeling through approvals and payouts.
Administers compensation and rewards programs, including, job benchmarking, the salary administration process, and salary surveys participation and review. Provides consultative advice to managers and
3+years of HRIS experience is required, preferably with the Workday application and 3+years of compensation experience. To be considered for a Senior title, at least 6 years of both relevant HRIS and compensation experience must be demonstrated.
Demonstrated project management experience preferred.
Advanced Excel skills are required.
Demonstrated capability, and a desire to approach the role with a proactive mindset.
A service orientation with a commitment to collaboration within the HR team and across the organization.
Excellent verbal and written communication skills.
Excellent analytical and quantitative skills with strong attention to detail.
Ability to interpret and analyze compensation data.