The HRIS & Analytics Manager's primary job responsibilities are to develop and analyze human capital analytics, manage the HCM applications for Core HR, and support two to three of the Functional systems for: Talent Acquisition, Benefits, Compensation, Learning and Development, Goals and Performance, provide project management for system enhancements or implementations and support the outsourced User Acceptance Testing function. This role is expected to be a primary technical liaison for HR with the IT group, represent HR system application interests in company-wide projects and interact with external vendors and project stakeholders as required. The HRIS & Analytics Manager will work with HR and Operating Units to develop people based statistics for the primary purpose of identifying business indicators to help chart the course of the business and manage the workforce impacts on business results. The incumbent will have a strong technical skill set and will be able to design and implement functional enhancements in our applications, create complex SQL based reports, utilize advanced Excel features and triage issues identified by the various HR teams in advance of involving the IT support team. This role will be expected to have a strong track record in planning, communicating, and executing HR initiatives to meet the needs of the Human Resources department. The role is accountable for implementing an enterprise-wide HR analytics approach, develop HR content for critical technology-based HR initiatives and support the ongoing technical needs of HR. The selected individual will partner with the Director, Workforce Planning and across HR functions to drive efficiencies through automation, liaison, develop and support new and existing technology processes and tools to improve workforce productivity and employee engagement.
This role reports to the Director, Workforce Planning. The position is responsible for day to day operations but receives general direction from the Director on overall department objectives and priorities.
Key Responsibilities
Generate, analyze, maintain and distribute recurring HR metrics and ad-hoc reports across HR organization
Develops business and functional requirements and leads the testing of HR system implementations, integrations and enhancements
Develops easy-to-understand people based metrics that will assist management in critical business decisions
Utilizes business acumen and technology skills to investigate and work to resolve application issues
Translates metrics into usable information for the HR organization and IEEE management and leadership.
Works with the HR SLT to shape HR technology and HR application implementations, enhancements and analytics projects and initiatives
Serves as subject matter expert for Fusion HCM and other HR systems. Applies knowledge to maintain effective system utilization and accuracy.
Designs, develops, and implements an enterprise-wide HR analytics approach to support business and executive decision making
Partners with HR leadership team to improve systems and processes with an emphasis to construct and implement global solutions that support the Global HR Strategy
Works closely with vendors and staff to design and test system integrations
Creates executive-level presentations and presents complex analytical findings in a clear and concise manner; possesses the ability to influence leadership through fact-based analyses
Leads projects aligned with the HR strategy and business requirements including process design, functional requirement, data management, testing and production operations and support design
Develops key initiatives and activities related to metrics and analytics to include global initiatives by partnering with the HR leadership team
Develops and maintains scorecards and dashboards for HR initiatives
Optimizes the implementation of technical processes to ensure the integrity of accurate data and reporting
Participates in the evaluation of new and emerging technologies
Documents, Analyzes and maintains current business processes, guidelines and data across the employee lifecycle, continually evaluate business processes and recommend automation or business process improvements through process or technology
Education
Bachelor's degree or equivalent experience in Human Resources, Information Technology or other business discipline or equivalent work experience Req
Work Experience
4-7 years Relevant experience including HR systems and/or business analysis and/or data analysis Req
Must have experience working with a cloud based HCM System Req
Must possess the ability to effectively design, develop, translate metrics and analytics to both technical and nontechnical audiences Req
PHR/SPHR certification and / or project management professional (PMP) Pref
Prior experience in leading the implementation of a Human Resources Information System strongly preferred
Skills and Requirements
In depth understanding of HRMS database structure, functions and processes
Expert knowledge in HR systems and processes across the HR portfolio including excel, powerpoint and access database
Proven project management/task management of new technically based initiatives and programs (defining requirements and translating requirements into measurable goals and objectives, documenting milestones and desired implementation activities
Organized and adept at managing competing priorities against set deadlines
Experience working with vendors and staff to design and test integrations
Experience creating and delivering presentations to different levels of audiences
Affinity for data with the ability to drill down to find trends and make recommendations
Strong attention to detail, analytical acumen, intellectual curiosity, creativity
Effective written and verbal communication skills, including the ability to explain data and findings to senior management
Strong consultative skills
Highly collaborative, must be a team player and able to work with and through others
Ability to understand business challenges, strategies etc. and define required data to support analytics requirements
Works effectively in a fast-paced, rapidly changing environment
Other Requirements:
As defined in IEEE Policies, individuals currently serving on an IEEE board or committee are not eligible to apply.
PLEASE NOTE: This position is not budgeted for employer-sponsored immigration support, this includes all persons in F (both CPT and OPT), J, H, L, or O status.
For information on work demands and conditions required for this position, please consult the reference document, "Physical, Mental, and Work Environment Standards for IEEE Positions." This position is classified under .
IEEE is an EEO/AAP Employer/Protected Veteran/Disabled
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Disclaimer: This job description is proprietary to IEEE. It outlines the general nature and key features performed by various positions that share the same job classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties and qualifications required of all employees assigned to the job. Nothing in this job description restricts management’s right to assign or re-assign duties to this job at any time due to reasonable accommodations or other business reasons.
