- Roche Bros. Supermarkets
- $74,940.00 -115,010.00/year*
ROCHE BROS. SUPERMARKETS CO. POSITION DESCRIPTION Position Title: Human Resource Information System Analyst Department: Human Resources Salary Status: Exempt Job Reports To: Director of Human Resources
JOB SUMMARY: The primary focus of this position is the support the maintenance of the human resource information system (HRIS) in addition to other Human Resource systems (Valora) This position serves as a technical point of contact for all matters related to HRIS and assists with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. The HRIS analyst also supports HRIS upgrades, patches, testing and other technical projects as assigned.
MINIMUM QUALIFICATIONS, SKILLS, AND COMPETENCIES: Bachelor's degree in computer science or related field or equivalent work experience. SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP). Certified Associate in Project Management (CAPM). Three to five years of HRIS or HR generalist or specialist experience. One to two years of project management experience. Systems implementation experience. 3+ years of experience as a HRIS analyst Track record of designing and executing HRIS solutions Excellent communication and leadership skills Ability to plan, multi-task and manage time effectively Strong writing and record keeping ability for reports and training manuals Sound administrative skills, well-developed management skills principles and people Good computer and database skills Ability to make administrative and procedural decisions and judgments Ability to foster a cooperative work environment Ability to plan, develop and coordinate multiple projects Must have the ability to understand and follow English directions.
ESSENTIAL JOB FUNCTIONS: 1. System Maintenance: Assist in the review, testing and implementation of HRMS upgrades or patches. Collaborate with functional and technical staff to coordinate application of upgrade or fix. Maintain HRMS tables. Document process and results. 2. Production Support: Provide support for HRMS, including researching and resolving HRMS problems, unexpected results or process flaws; performing scheduled activities; recommending solutions or alternate methods to meet requirements. 3. Projects/Process Improvement: Recommend process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy that must be approved by appropriate leadership prior to implementation. Serve as a key liaison with third parties and other stakeholders (e.g. payroll). Use project management skills in managing projects. May provide overall project management for a given HR initiative. 4. Reports/Queries: Write, maintain and support a variety of reports or queries using appropriate reporting tools. Assist in development of standard reports for ongoing customer needs. Help maintain data integrity in systems by running queries and analyzing data. 5. Training: Develop user procedures, guidelines and documentation. Train associates and managers on new processes/functionality. Train new system users. 6. Individual Development: Maintain awareness of current trends in HRMS with a focus on product and service development, delivery and support, and applying key technologies. Examine trends in information systems training, materials and techniques. Through classes, reading, or other mechanisms, continuously increase both HR knowledge and HRIS application/tools knowledge. Participate in user group meetings/conferences. 7. Use critical thinking and customer focused problem solving techniques to analyze, evaluate and address HRIS issues. 8. Consult, plan, advise and recommend courses of action to solve problems. 9. Calculate the company profit sharing plan. 10. Responsible for the reporting needs with regards to the 401(k) plan and the integrity of the data in the system. 11. Manage the vendor relationship with HR systems. 12. Backup support to HR Team with status changes in the Ultipro system. 13. Complete compensation surveys and ensure data integrity with reporting. Assist stores with questions regarding increases and the pay scale.
SUPPLEMENTAL JOB FUNCTIONS:
1. Act with integrity and honesty in all business and social contacts with suppliers and ensure that associates deal fairly and honestly with customers, vendors and sales representatives. 2. Reinforce strengths and develop strategy to transform areas for improvement. 3. Assumes other activities and responsibilities from time to time as directed. 4. Continually investigates and introduces process improvement measures and presents suggestions to Director of HR and CHRO for consideration. 5. Manage in a way that is Respectful, Supportive and Team Oriented. 6. Exercise expense control when incurring personal expenses, scheduling store visits and making effective use of these visits. 7. Elicit associate suggestions and be open to new ideas. 8. Attend seminars/classes to increase business acumen and HR expertise. 9. Communicate in a way that is clear, concise and effective while being open to others. WORKING CONDITIONS: Physical demands: (per work day) Never (N) 0% Occasionally (O) 1-33% Frequently (F) 34-66% Continuously (C) 67-100% 1. Standing: F Surface type: Tile/Carpet 2. Walking: F Surface type: Tile/Carpet 3. Sitting: F 4. Carrying: O Up to 20 lbs. 5. Pushing: O Up to 20 lbs. 6. Lifting: O Up to 25 lbs. 7. Pulling: O Up to 25 lbs. 8. Climbing: O Height: 6 ft. 9. Balancing: N 10. Stooping: O 11. Kneeling: O 12. Crouching: O 13. Handling: F 14. Fingering: F 15. Feeling: O 16. Crawling: O 17. Reaching: O Level: Waist/Overhead 18. Talking: C 19. Seeing C 20. Hearing: C 21. Smelling: N Job location: Corporate Office or Retail stores Working conditions: Environment involved is Inside Outside Cold Heat Wet/Humidity Safety risk factors: Never (N) 0% Occasionally (O) 1-33% Frequently (F) 34-66% Continuously (C) 67-100% 1. N Loud noise 2. O Twisting of back and neck 3. O Slippery floor surface 4. O Cluttered floor surface 5. N Hazardous equipment (Mechanical moving parts) 6. N Contact with sharp objects 7. N Contact with skin irritant 8. N Toxic exposure (See material data safety sheets) 9. N Nuisance dust, fumes, sprays 10. N Hazardous cleaning solutions Schedule: Varied Day Evening Weekend Holidays as required The above is intended to describe the essential and supplemental functions of this job. It is not to be construed as an exhaustive statement of all supplemental duties, responsibilities or non-essential requirements.
Associated topics: chief program officer, cpo, manage, manager, management, monitor, product manager, project manager, relationship manager, task
* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.
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