POSITION SUMMARY

The HRIS Analyst position performs intermediate professional level work assisting in the maintenance of the County’s Human Resources Information Systems (HRIS) ensuring data accuracy and integrity. This position reports to the HRIS Manager. The HRIS division is responsible for the management of the County-wide HRIS platform systems (e.g., ADP, etc.), HR reporting and data management, related payroll and other employee record updates, and employee records management.

CLASS DESCRIPTION

Performs intermediate professional work, which may include supervisory responsibility, under general supervision from an administrative or technical superior. Work includes administrative support of a functional program and professional level analysis and coordination of functional office programs and activities. 

Include the following. Other related duties may be assigned.

• Assists the manager in managing HRIS program including but not limited to system administration, data validation, integration of HRIS platform with other County databases such as timekeeping, position management, and applicant tracking; and design and implementation of a new and more robust HRIS platform (ADP) to streamline existing business processes and provide enhanced services through management and employee self-serve components.

• Analyzes and evaluates internal business processes, best practices, and develops recommendations for improvements; develops and maintains business requirement documents and training/guidance documents; and troubleshoots, analyzes, and identifies problems or deficiencies as part of the quality assurance function in ensuring that all business unit documentation is accurate. 

• Collaborates with the manager to identify system requirements, recommend user-focused platforms/process, and reports as well as working collaboratively with end-users and the ERP Team to resolve business unit issues.

• Maintains data integrity by running queries, analyzing, and correcting any pay anomalies and errors. 

• Validates pay scale changes, ensures accurate programming and testing, and updates pay scales in Enterprise HR.

• Ensures all changes adhere to the County’s Pay Plan and Collective Bargaining Agreements.

• Reviews and updates personnel actions (such as promotions, demotions, transfers, and merit increases, etc.) to ensure compliance with adopted County policies and Collective Bargaining Agreements; Identifies discrepancies and recommended actions; and works with Departments to take appropriate action and briefs Human Resources Administrator of any concerns.

•  Serves as business unit liaison with Payroll managers and employees. 

• Develops custom and ad hoc reports independently using ADP Reporting (ADPR), including using data to develop specialized annual reports to assist management on compliance reporting and workforce planning.

• Addresses daily operational issues identified by users (e.g., HR Liaisons and management officials). Identifies problems and proposes corrective action to the manager or consults with the appropriate ERP technical expert for further research to form recommendations to the manager.

• Documents new processes and procedures as they are developed for end-users and others.

• Coordinates the processing of employment separations with the County’s payroll office, ensuring correct leave payouts.

• Coordinates with timekeepers on leave and leave accrual issues for all employees and adjust leave accruals when needed.

• Responds to unemployment claims by researching/analyzing factual background and documentation; prepares background for County’s response to ensure accurate information is presented regarding employment actions and attends unemployment hearings on behalf of the County; and assists with researching for Maryland Public Information Act requests.

• Assists manager in ensuring oversight and confidentiality of employment records and employment record databases, including ensuring the chain of custody for review of records.

• Leads various HRIS projects involving cross-functional teams and other related projects.

• This job has no direct supervisory responsibilities but may assist in supervision of staff in absence of the manager.

Bachelor’s degree and 2 years related experience, or equivalent combination of education and experience.