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HRIS Manager

BakerRipley

This is a Full-time position in Houston, TX posted July 6, 2021.

The HRIS Manager is primarily responsible for directing the design, delivery, support, and maintenance of BakerRipley’s Human Resources Information System (HRIS). This position will focus on HRIS service delivery, system & data integrity, reporting & analytics, business processes, and security. The HRIS Manager will partner with the HRIS & Total Rewards Director, as well as the People & Culture team, and all internal and external stakeholders to ensure all projects, functionality, process improvement, and system releases are coordinated effectively while maintaining the overall level of service to the organization and the strategic direction.  

  • Provide strategic guidance and direction on HRIS Technology initiatives with the overall goal of optimizing the UKG Pro HR system to provide employees with quick and easy access to their data, helping to increase productivity and improve engagement throughout an employee’s life cycle
  • Provide accurate employee data from the system of record, UKG Pro for data analytics, including access to real-time analytics reporting for managers for improving quality of business decisions
  • Successfully maintain and support UKG Pro technology through regular upgrades and enhancements to ensure data security, continuity and reliability
  • Oversee and manage the lifecycle of the Human Resource Information System (HRIS) and other related HR related applications to ensure confidentiality, operational excellence, and optimization of new and existing technology solutions
  • Manage HRIS systems and reporting projects, determining the priority of projects based on organizational needs and leadership direction, communicating priorities to those impacted
  • Lead the semi-annual UKG Pro system release process, implementation of new functionality and HRIS Roadmap projects
  • Partner with functional stakeholders within People & Culture, Accounting & Finance, IT and Operations to understand how UKG Pro can be leveraged to support Agency’s needs
  • Track HRIS related requests/projects/enhancements, and prioritization to ensure alignment with broader HR and Agency goals
  • Ensures system compliance with data security and privacy requirements
  • Manages permissions, access, personalization, and similar system operations and settings for HRIS users
  • Work collaboratively with People & Culture and other teams to troubleshoot, research and escalate issues as necessary
  • Reviews and approves electronic Personnel Action Requests in UKG Pro; collaborates with Talent Management business partners, People Managers, Program Admins, Payroll and Total Rewards to resolve data issues
  • Reviews, validates and performs data loads using load utility tool when large amounts of data are not able to be entered timely or efficiently via ePAR business process
  • Leads the HR reporting and analytics through the use of business intelligence tools, ensuring raw data is translated into meaningful dashboards, metrics, and reports that assists in supporting HR programs and decisions including data integrity audit checks
  • Trains People & Culture team, People Managers & Program Admins on system processing and creates the required training documentation and provides direct daily support
  • Maintain awareness of HR technology trends and best practices to make insightful, strategic recommendations to HR leadership
  • Leads a team of HRIS Analysts ensuring proper delegation of duties, proper training and collaboration in support of the business
  • Works on other projects and assignments, as required

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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