HRIS Clerk jobs in Allentown, PA

About the role:

The HR Operations Specialist will provide support and maintenance of the organization’s Human Capital Management (HCM) system as well as any other systems with the HR function. This role acts as the subject matter expert for HR systems, reporting, data integrity, and process efficiency as a collaborative team member to help drive efficiency and effectiveness across the HR function. This position provides support and maintains optimal functionality of the Human Resources Information System (HRIS), which may include installation, customization, development, maintenance, and upgrade to applications, systems, and modules. As the technical point of contact, assists all users by ensuring data and business process integrity. The HR Operations Specialist will be responsible for providing data and metrics to internal stakeholders in support of the team's and organization’s strategy.

What you will do:

System Administration

• Collaborates with HR Leadership Team and broader HR specialties across Total Rewards/HR Operations, Talent Acquisition and HR Business Partners to identify system improvements and enhancements; recommends and implements solutions.
• Manage system configurations and integrations that meet business requirements and optimize efficiency and outstanding user experience.
• Lead upgrades for the system, including the change management process, training, and communication plans; serve as the team's technical liaison.
• Work in partnership with HR Operations leadership on special projects as required to support business and employee initiatives, including research, workflow, project plans and presentations.
• Design, deliver, and support system integrations; create test scripts, document test scenarios, and perform testing activities of systems during upgrades or launch of new features.
• Managing requests for process improvements, system enhancements, and the development and/or purchase of new software applications.
• Synthesizes and documents requirements for process improvement, enhancements, new software, and strategic initiatives.
• Develops, documents, and maintains all current and new HRIS business process workflows for efficiency and compliance.
• Acts as the HR Lead for in-progress HRIS system implementation, including continued testing and configuration, , report writing, system optimization post go-live, and coordination and management of cross-functional dependencies between HR, Benefits, Payroll and IT.
• Supports all HRIS systems (needs analysis, research, design, testing, quality control, deployment, training, and administration) and human resources end users in the use of HRIS applications and desktop tools (recruitment, performance evaluation and management, salary planning, benefits and payroll).
• Coordinates permissions, access, personalization, and similar system operations and settings for HRIS users.

Reporting

• Works closely with various cross-functional partners to define, effectively organize data, understand requests, and visualize and present data in compelling charts and presentations.
• Provides analytics to answer relevant business questions and communicate key Impact metrics to stakeholders in an easy-to-understand format.
• Develops/designs comprehensive reports and analytics needed to support informed decision-making; analyze data and statistics for trends and patterns.
• Handles ad hoc reporting and analytics requests, while addressing stakeholder long-term needs and driving insights for internal partners and executives
• Establishes and maintains up to date HRIS standard operating procedures and a comprehensive HRIS reports library.

User community

• Coordinates with the user community to identify areas of improvement, recommend changes, and implement functional solutions for existing systems.
• Develops and maintains up-to-date end user training manual and materials.
• Develops and conducts in-house HRIS training programs for end-users.
• Provides technical support, troubleshooting, and guidance to HRIS users develop expertise and drive process and configuration excellence.
• Serves as lead resource for input and maintenance of the HR intranet site, seeking out new opportunities to promote HRIS functionality via the intranet.
• Listens to customer needs and explains complex technical issues and solutions in a plain and common descriptive manner.
• Maintains and administers ad hoc report writing tools for end users; training and assisting users of those ad hoc report writing tools.
• Manages permissions, access, personalization, and similar system operations and settings for HRIS users.

Who you are:

• Bachelor's Degree or equivalent related work experience.
• 3-5 years working with HCM/HRIS systems and data. UKG Pro experience preferred.
• 1-3year’s of HR experience (internship experience included)
• Strong data visualization skills including ability to present data in a polished, professional form.
• Intermediate to Expert level experience with Excel, PowerPoint, Cognos, Power BI or other HCM/HR or BI software.
• Familiarity with general HCM/HR processes and programs
• Strong project management skills and the drive to identify and improve processes.
• Ability to partner with multiple stakeholders and balance priorities.
• Organized, detail oriented with strong written and verbal communication skills.
• Strong analytical and problem-solving skills.
• Ability to handle sensitive matters and maintain confidentiality.

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)