What are the responsibilities and job description for the Advisor-HR Technology position at FedEx Freight?
Position Overview
Supports the delivery, integration and continuous improvement of HR technology solutions by supporting system development, vendor coordination, and ensuring alignment with enterprise IT architecture and business needs
Essential Functions
Analyze abstract concepts and recommend resolutions using a combination of business and systems expertise
Collaborate with HR and IT stakeholders to gather, document and prioritize system enhancements, configuration changes and reporting requirements
Monitor HR system performance and support testing, upgrades and deployments to maintain solution stability and user satisfaction
Support integration efforts for enterprise HR systems (e.g., payroll, timekeeping, benefits) to ensure accurate, connected data flows
Coordinate with IT vendors and service providers to ensure timely delivery, performance management and manage vendor contracts, service-level agreements (SLA’s), and support escalations to ensure clear accountability and adherence to service expectations
Maintain accurate reports and dashboards to enable insight-driven decisions related to HR technology and operational performance
Support strategic planning by providing input on HR system roadmaps, dependencies and vendor alignment
Mentor less experienced team members
Ensure compliance with the information security policy and standards for all HR Technology applications
Comply with all applicable laws/regulations, as well as company policies/procedures
Qualifications
Perform other duties as required
Indoor office environment
Infrequent travel required
Preferred Qualifications
Pay Transparency:
Pay
Additional Details:
FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.
FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.
Supports the delivery, integration and continuous improvement of HR technology solutions by supporting system development, vendor coordination, and ensuring alignment with enterprise IT architecture and business needs
Essential Functions
Analyze abstract concepts and recommend resolutions using a combination of business and systems expertise
Collaborate with HR and IT stakeholders to gather, document and prioritize system enhancements, configuration changes and reporting requirements
Monitor HR system performance and support testing, upgrades and deployments to maintain solution stability and user satisfaction
Support integration efforts for enterprise HR systems (e.g., payroll, timekeeping, benefits) to ensure accurate, connected data flows
Coordinate with IT vendors and service providers to ensure timely delivery, performance management and manage vendor contracts, service-level agreements (SLA’s), and support escalations to ensure clear accountability and adherence to service expectations
Maintain accurate reports and dashboards to enable insight-driven decisions related to HR technology and operational performance
Support strategic planning by providing input on HR system roadmaps, dependencies and vendor alignment
Mentor less experienced team members
Ensure compliance with the information security policy and standards for all HR Technology applications
Comply with all applicable laws/regulations, as well as company policies/procedures
Qualifications
Perform other duties as required
- Engineering/Science, Human Resources Technology, statistics, math or other related analytical fields plus five (5) years of experience providing application support and business systems analysis
- Strong computer skills with experience using statistical software and reporting interfaces, data mining tools, machine learning techniques and data visualization: Statistical Analysis Software (SAS), Structured Query Language (SQL) and Spotfire
- Advanced knowledge of big data implementations
- Proven experience working with third-party vendors and managing system lifecycles
- Technical writing, required
- Familiarity with HR systems (e.g., Human Capital Management (HCM), timekeeping, payroll, talent management, benefits, employee experience) and their integration across back-office platforms
- Experience implementing complex projects, highly desirable
- Solid understanding of the software development process, including requirement gathering, analysis/design, development tools/technologies, release/version control, contemporary testing methodologies and deployment management
- Excellent analytical and problem resolution skills including troubleshooting
- Ability to communicate effectively with all levels of management, employees and outside vendors
- Proven ability to partner with both internal technical and non-technical staff as well as third party vendors to deliver effective results
Indoor office environment
Infrequent travel required
Preferred Qualifications
Pay Transparency:
Pay
Additional Details:
FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.
- Know Your Rights
- Pay Transparency
FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.