Overview
Job Summary
The HRIS Analyst will be an integral part of the HRIS team who is responsible for the administration and reporting of all HR systems. This includes supporting core HR, Dimensions Time and Attendance, Payroll, Performance Management, Recruiting, Learning Management and all other HR related systems.
Essential Functions and Responsibilities include the following:
- HRIS system support for new implementations, new functionality, upgrades, maintenance and ongoing day to day support. This includes any combination of project management, discovery, design, build, test and implementation. In many cases this will also include communication plan support and end user training design and coordination. Documentation of all stages of implementations along with development of testing plans
- Provides regular and ad-hoc reporting for all HR systems using a variety of systems including Cognos, MS Access, Excel and other SAAS reporting products. Troubleshoots reporting, interface and connectivity issues with other internal and external systems.
- Collaborates with internal clients including IT, Payroll, HR, Finance, impacted business unit and external vendors for current and future module configuration upgrades and/or new implementation. Leads and participates in configuration meetings. Provides standard project management documentation and coordination.
- System Administrator for assigned HR systems. Responsible for managing system security, user access and quarterly SOX User testing.
- Reviews data input and output reporting for accuracy; maintains data integrity in system by running queries and analyzing data on a regular basis
- Other Duties as assigned
Additional Job Requirements
- Regular scheduled attendance
- Indicate the percentage of time spent traveling <5%
Subject to applicable laws and Air Method’s policies, regular attendance is an essential function of the position. All employees must follow Air Methods’ employment practices and policies.
Supervisory Responsibilities
This position has no supervisory responsibilities.
Qualifications
To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.
Education & Experience
- Bachelor’s degree in a relevant field such as computer science or information systems and 3 to 5 years of Human Resources systems experience , or
- At least 5 to 8 years of combined experience between the following: Administration and configuration of HRIS Systems, payroll and/or compensation and benefits.
Skills
- Demonstrated data analytics and reporting capabilities
- Demonstrated ability to act as system administrator
- Ability to design and execute testing strategies
- Strong ability to research, identify and correct data issues
- Ability to prioritize work to meet short and long-term goals
- Knowledge of Human Resources principles and practices
- Excellent written and verbal communication with experience presenting to all levels of the organization.
Computer Skills
- SaaS or inhouse system configuration experience
- UltiPro/UKG experience preferred
- Applicant Tracking & Learning Management experience preferred
- Proficient with Microsoft Suite, including Excel, Access, Word and PowerPoint
Air Methods is an EEO/AA employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
Minimum pay
USD $80,000.00/Yr.
Maximum Pay
USD $90,000.00/Yr.
Benefits
For more information on our industry-leading benefits, please visit our benefits page here.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)
