Boston Medical Center
Workday Senior HRIS Analyst
Boston Medical Center, Boston, Massachusetts, us, 02298
POSITION SUMMARY:
The Workday Senior HRIS Analyst position is a senior-level role within the HRIS structure that provides business and technical direction and leadership both inside and outside the HR organization. The role involves analyzing work process design and flow, improving processes, and leveraging the return on technological capabilities. The analyst will consult with clients on complex issues and projects and develop and implement strategies and plans to meet client needs.
Position:
Workday Senior HRIS Analyst Department:
Human Resources/HRIS Schedule:
Full Time ESSENTIAL RESPONSIBILITIES / DUTIES: Production System Support Audits and troubleshoots data integrity issues between Workday, Kronos, and downstream systems. Provides support for Workday, Kronos, or other HR systems. Configures system(s) to obtain optimal system usage and to meet the business requirements of BMC. Takes part in review and testing of HRMS system upgrades or patches. Collaborates with functional and technical staff to coordinate upgrades, fixes, and meet the business requirements of BMC. Uses analysis and troubleshooting skills to identify, research, and resolve process issues and complex systems problems. Enlists additional support when needed. Development Develops and revises functional and technical requirements documentation for current or new processes. Develops requirements for modules of new systems. Develops and documents functional and technical specifications for proposed solutions to business requirements of all levels of complexity. Recommends solutions or alternate systems or process methods to meet requirements. Data Analysis Partners with clients to assess the information needs. Researches and analyzes alternatives and provides an evaluation of options with recommendations to meet needs. Collaborates with clients to develop, test, and implement best alternatives. Represents client interest at meetings. Mines and compares data from different sources to draw conclusions. Develops plans to act upon those conclusions and communicate status. Carries plan through implementation. Develops, implements, and manages project plans; coordinates work among project team members to achieve goals. Ensures adherence to schedule, resources, and other specifications. Communicates project issues to management. Interacts with various customers, peers, and vendors to accomplish project goals. Projects Leads information management projects of moderate to difficult complexity. Develops project plans that include evaluation of issues and alternatives, recommended plan of action, tasks, schedules, testing, and evaluation of success. Communicates status to clients. Conducts meetings to work on issues. Ability to juggle multiple projects and different priorities. Process Improvement Assesses current processes. Analyzes alternatives and redesigns/reengineers processes to implement the most efficient processes. Partners with HR and other clients to analyze process design and flow, improve processes, and leverage the return on technological capabilities. Uses effective approaches for choosing a course of action or developing appropriate solutions. Recommends process improvements, innovative solutions, and policy changes with the intent of moving HR and BMC to higher levels of quality and efficiency. Identifies and understands issues, problems, and opportunities. Understands and uses qualitative/quantitative measurement to review process success. Reporting Designs and develops complex reports to meet the needs of HR and client organizations. Develops report documentation. Develops functional specifications for projects requiring development and user acceptance test plans for evaluation of development. Meets with users of all levels to determine needs. Writes, maintains, and supports a variety of complex reports or queries utilizing appropriate reporting tools. Develops standard reports for ongoing customer needs. Leads the design and distribution of reporting tools (e.g. data dictionaries, report catalogs) to assist users in becoming more effective in the use of HR systems and tools. Training Develops and delivers presentations regarding HR information systems and information management as required. Develops user procedures, guidelines, and documentation. Trains peers and clients on new processes/functionality. Trains new system users. Designs and delivers training classes and workshops in the use of HR systems and reporting tools. Leadership Provides technical leadership to less senior HR information management professionals. May supervise, and/or direct the work of others including input to performance reviews, development plans, and developmental assignments. Core Competencies Organizational Influence: Champion Change Use Organizational Savvy Take Initiative Thinking: Strategic Business Focus Have a global perspective Critical Thinking/Problem Solving Technical Competencies Workday HR systems and advanced reporting skills Analytical Skills:
Strong problem-solving skills and qualitative skills; comfort with numbers, strength in interpreting and manipulating data, and ability to identify trends based on quantitative and qualitative information. Research Skills:
Exploration of alternative methods to resolve issues and improve processes; keep abreast of new developments in HR technology. Utilize research to conceptualize process improvements and develop or re-engineer solutions to human, technical, or administrative problems. Industry Expertise:
In-depth understanding of the industry; well-formulated view of industry key drivers. PC Applications:
Thorough knowledge of MS Excel, Word, PowerPoint, and Access. JOB REQUIREMENTS EDUCATION:
Bachelor's degree in Business, Human Resources, computer science or related field (or equivalent work experience). EXPERIENCE: 5+ years' experience in the implementation, development, and/or support of Workday technology solutions. 5+ years' experience in HR systems, including Core HCM, Compensation, Benefits, or Reporting/Analytics. 1+ years' experience as project manager for technology implementation and support efforts. KNOWLEDGE AND SKILLS: Knowledge of Workday HCM Fundamentals, HCM Transactions, Integrations and Reporting. Experience on at least one full lifecycle Workday HCM implementation or upgrade preferred. Equal Opportunity Employer/Disabled/Veterans
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Workday Senior HRIS Analyst Department:
Human Resources/HRIS Schedule:
Full Time ESSENTIAL RESPONSIBILITIES / DUTIES: Production System Support Audits and troubleshoots data integrity issues between Workday, Kronos, and downstream systems. Provides support for Workday, Kronos, or other HR systems. Configures system(s) to obtain optimal system usage and to meet the business requirements of BMC. Takes part in review and testing of HRMS system upgrades or patches. Collaborates with functional and technical staff to coordinate upgrades, fixes, and meet the business requirements of BMC. Uses analysis and troubleshooting skills to identify, research, and resolve process issues and complex systems problems. Enlists additional support when needed. Development Develops and revises functional and technical requirements documentation for current or new processes. Develops requirements for modules of new systems. Develops and documents functional and technical specifications for proposed solutions to business requirements of all levels of complexity. Recommends solutions or alternate systems or process methods to meet requirements. Data Analysis Partners with clients to assess the information needs. Researches and analyzes alternatives and provides an evaluation of options with recommendations to meet needs. Collaborates with clients to develop, test, and implement best alternatives. Represents client interest at meetings. Mines and compares data from different sources to draw conclusions. Develops plans to act upon those conclusions and communicate status. Carries plan through implementation. Develops, implements, and manages project plans; coordinates work among project team members to achieve goals. Ensures adherence to schedule, resources, and other specifications. Communicates project issues to management. Interacts with various customers, peers, and vendors to accomplish project goals. Projects Leads information management projects of moderate to difficult complexity. Develops project plans that include evaluation of issues and alternatives, recommended plan of action, tasks, schedules, testing, and evaluation of success. Communicates status to clients. Conducts meetings to work on issues. Ability to juggle multiple projects and different priorities. Process Improvement Assesses current processes. Analyzes alternatives and redesigns/reengineers processes to implement the most efficient processes. Partners with HR and other clients to analyze process design and flow, improve processes, and leverage the return on technological capabilities. Uses effective approaches for choosing a course of action or developing appropriate solutions. Recommends process improvements, innovative solutions, and policy changes with the intent of moving HR and BMC to higher levels of quality and efficiency. Identifies and understands issues, problems, and opportunities. Understands and uses qualitative/quantitative measurement to review process success. Reporting Designs and develops complex reports to meet the needs of HR and client organizations. Develops report documentation. Develops functional specifications for projects requiring development and user acceptance test plans for evaluation of development. Meets with users of all levels to determine needs. Writes, maintains, and supports a variety of complex reports or queries utilizing appropriate reporting tools. Develops standard reports for ongoing customer needs. Leads the design and distribution of reporting tools (e.g. data dictionaries, report catalogs) to assist users in becoming more effective in the use of HR systems and tools. Training Develops and delivers presentations regarding HR information systems and information management as required. Develops user procedures, guidelines, and documentation. Trains peers and clients on new processes/functionality. Trains new system users. Designs and delivers training classes and workshops in the use of HR systems and reporting tools. Leadership Provides technical leadership to less senior HR information management professionals. May supervise, and/or direct the work of others including input to performance reviews, development plans, and developmental assignments. Core Competencies Organizational Influence: Champion Change Use Organizational Savvy Take Initiative Thinking: Strategic Business Focus Have a global perspective Critical Thinking/Problem Solving Technical Competencies Workday HR systems and advanced reporting skills Analytical Skills:
Strong problem-solving skills and qualitative skills; comfort with numbers, strength in interpreting and manipulating data, and ability to identify trends based on quantitative and qualitative information. Research Skills:
Exploration of alternative methods to resolve issues and improve processes; keep abreast of new developments in HR technology. Utilize research to conceptualize process improvements and develop or re-engineer solutions to human, technical, or administrative problems. Industry Expertise:
In-depth understanding of the industry; well-formulated view of industry key drivers. PC Applications:
Thorough knowledge of MS Excel, Word, PowerPoint, and Access. JOB REQUIREMENTS EDUCATION:
Bachelor's degree in Business, Human Resources, computer science or related field (or equivalent work experience). EXPERIENCE: 5+ years' experience in the implementation, development, and/or support of Workday technology solutions. 5+ years' experience in HR systems, including Core HCM, Compensation, Benefits, or Reporting/Analytics. 1+ years' experience as project manager for technology implementation and support efforts. KNOWLEDGE AND SKILLS: Knowledge of Workday HCM Fundamentals, HCM Transactions, Integrations and Reporting. Experience on at least one full lifecycle Workday HCM implementation or upgrade preferred. Equal Opportunity Employer/Disabled/Veterans
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