Cloud Systems Analyst jobs in Nevada

The Analyst II/HR Systems is a seasoned individual contributor in the HR Systems area of the Human Resources (HR) department. This functional individual modifies, configures, tests, implements, and maintains HR systems (i.e. Oracle HCM Cloud and Oracle E-Business Suite). The position analyzes business needs, translates needs into requirements, and develops or recommends software solutions with the aim of optimizing operational efficiency.  This position also supports business operations by providing guidance, training, and system support while continuously analyzing current business processes against related policies and procedures to promote technology innovations aimed to maximize productivity and standardization across the organization. This position handles moderate issues and problems, while referring more complex issues to higher-level analysts. This position may provide leadership, coaching, and/or mentoring to an Analyst I/HR Systems.

POSITION DIMENSIONS

The incumbent does not have direct accountability for people or budgets. The incumbent frequently exchanges information with management, Information Services support staff, Human Resources staff, vendors, and consultants.

QUALIFICATIONS 

There are clear precedents and practices which the incumbent uses to determine how this job is performed. Possesses comprehensive functional knowledge of subject matter.  Requires two to four years of relevant work experience and a bachelor’s degree in a related field from an accredited university, or equivalent combination of education and experience sufficient to successfully perform the essential job responsibilities.  Intermediate knowledge of PL/SQL is preferred. Competencies required:  Ability to work as part of a team; Problem management; Problem-solving skills; Analytical thinking skills; Technical expertise; Debugging skills; Computer skills; Detail oriented; Ability to meet deadlines; Project management skills; Experience with one or more programming languages or frameworks. Industry recognized certification(s) relevant to responsibilities are preferred.  Incumbents performing activities requiring government, regulatory or vendor certification must keep those certifications current. 

ESSENTIAL JOB RESPONSIBILITIES 

The Analyst II may be expected to perform all or any subset of the following responsibilities: 

Support 

• Maintain Oracle HCM Cloud subject matter expertise in support of multiple Oracle HCM Cloud modules which may include Core HR, Recruiting, Talent (Performance Management and Succession Planning), HR Helpdesk, Learning, Benefits, Absence Management, and Compensation/Workforce Planning
• Provide Oracle E-Business (EBS) subject matter expertise to assist in trouble shooting problems with the integrations as well as maintaining the existing functionality (outside of Payroll) still residing in EBS
• Provide end-user support for the HR modules and business processes by providing guidance, troubleshooting, and resolving issues
• Work with Oracle Support to open Service Requests to resolve issues, test recommended changes, and implement changes
• Work with business team and act as a liaison between technical team and business departments
• Perform configuration and testing of HCM Cloud modules, or EBS modules (as applicable)
• Develop simple Fast formulas, as applicable
• Create and modify HCM Extracts (intermediate complexity) using PL/SQL and OTBI (Oracle Transaction Business Intelligence)
• Analyze code including Oracle APIs, as needed
• Work with project management and/or business area personnel to determine functional needs and identify technical application requirements, including requirements for security, recovery and integration with related applications. Participate and guide others in the analysis and prioritization of system enhancements and upgrades and ensure appropriate coordination and communication
• Consult with business users to understand planned user interaction and external and internal business context; perform research and analysis of product and service alternatives using Southwest Gas (SWG) methodology (cost/benefit, risk, etc.), and document findings
• Lead the development of functional specs and design the use of application software functions and options
• Confer with system architects, analysts, and others to design systems, and to obtain information on project limitations, capabilities, and performance requirements
• Participate and guide others in established software system testing and validation procedures and documentation
• Plan, design, and conduct appropriate levels of application or infrastructure testing, including preparation of test plans, scripts, data, and expected results
• Maintain accurate, high-quality, and timely documentation for all steps and activities undertaken in order to resolve client issues/questions
• Diagnose and resolve moderate issues and problems in a timely manner
• Provide on-call support when assigned

Technical

• Participate and guide others in the analysis, prioritization, and development of change requests, upgrades, security patches, maintenance actions, and assure appropriate coordination, communication, and approval
• Consult with support groups and business units about software system design, maintenance, and intended system use and business context
• Analyze functional specs and software requirements to determine feasibility of system design within time and cost constraints
• Analyze business problems, processes and opportunities.  Translate into requirements and recommend solutions that are consistent with the HR Road Map and IT initiatives
• Prepare development specifications for application modules, determine estimated effort, and gain approvals when appropriate
• Use advanced methods to develop, modify, and document software systems, interfaces, and access tools, using data analysis to predict and measure outcomes and consequences of design
• Coordinate and guide others in software system installation and upgrades with vendors and other IS teams
• Use advanced methods to develop SWG custom applications when appropriate and create appropriate technical artifacts to support development and operations support within the Software Development Life Cycle (SDLC), including documentation and architecture/logic flow diagrams
• Participate and guide others in technology recovery and departmental emergency management planning, rehearsals, and execution
• Plan, participate, and guide others in the configuration, testing, and implementation of assigned application components (package or custom) needed to implement requirements
• Perform or guide others in the turnover of tested application or infrastructure items and related documentation for production use
• Communicate and work effectively on project teams and work groups; communicate effectively with support groups and business units, and with supplier and contractor technical personnel

Develop and Utilize I/S Policies and Practices

• Understand and ensure effective use of I/S policies, practices, methodology, standards, and tools
• Continually identify opportunities for improvement in departmental practices and procedures and participate or guide others in developing and implementing them to stay current with the latest technology

Develop I/S Organization and Skills

• Design, conduct, participate, and guide others in delivery of training for I/S personnel
• Be a source of knowledge and expertise in two or more functional and/or technical topics; prepare briefings and research reports as appropriate
• Gain intimate knowledge of the business processes and organization in the areas being supported

Other Responsibilities (applicable to all)

• Perform related duties and responsibilities as assigned
• Regular and predictable attendance is a condition of employment and is an essential function of the job

SALARY DETAILS

$74,813 - $112,219

At Southwest Gas, attracting the best talent is key to our strategy and success as a company. We use flexibility to develop competitive compensation offers to ensure we are able to hire the best candidates. The quoted salary range represents the minimum and maximum of the pay range for the position. It is provided as a good faith estimate as to what our ideal candidates are likely to expect, as we tailor our offers within the range based on the selected candidate's experience, industry knowledge, location, technical and communication skills and other factors that may prove relevant during the interview and selection process.