HRMS Business Analyst Lead

Job Description

We have 3 positions for a HRMS Business Analyst Lead with one of our clients in Atlanta, GA for an initial contract duration of 10 months. No third party candidates considered for this position.

Description: HRIS: Analytical: Provides systems support and analysis for computerized human resources information systems and administration. Recommends new or modified systems, hardware or software to meet the company's human resources information systems changing needs and assists in the implementation and rollout of new HRMS packages. Provides third level field support regarding the company's various HRMS systems. Operational: Ensures the accurate collection, control, processing, and maintenance of confidential employee record data. Ensures a high level of customer service when developing and generating specialized statistical reports and summaries regarding employee skills, pay, performance and other employee records. Oversees the operation of interfaces and data feeds to and from vendors. Provide first level field support resolution and guidance on procedures and questions relating to the company's various HRMS systems.

• Provides functional analysis and design, training and testing of the Human Resources system and its interfaces;
• Provides third level field support and assist in implementations of new PeopleSoft modules and other HRMS packages;
• Serves as a first point of contact for functionality based problems/issues as it relates to all HRMS modules and/or soft wares used to support such modules;
• Works with field users to identify trends as it applies to required changes/modifications within the system;
• Prepares and/or analyzes specialized and/or recurring statistical detail and/or summary reports and queries;
• Makes recommendations regarding the design and development of new and/or modified systems, software and/or hardware; installs new modules/programs, performs testing, system maintenance, training, and problem solving;
• Performs best practice analysis to determine the root cause of problems and issues to determine the best overall solution;
• Coordinates and provides web-based and classroom based, group and individualized training;
• Oversees HRMS Security and develops requirements of role definitions;
• Coordinates the operations and processing of systems interfaces and the sending and receiving of files to and from vendors;
• Serves as the Liaison between corporate companies and field users by developing, running, analyzing and reporting on audit queries to ensure data integrity between multiple databases;
• Responsible for the content of the company specific functional documentation including preparing and updating communications and instructions to the field users;
• At higher levels, may provide functional guidance, advice and/or training to less-experienced HRMS staff.

Typical Training / Experience - Typically requires BS/BA in related discipline. Generally 8+ years experience in related field; certification required in some areas - OR - MS/MA and generally 5-7 years experience in related field; certification required in some areas Dept/Org Scope & Impact - Recognized subject matter expert. Concerned with problems that have a direct and important effect on business programs and results Routinely called upon to apply/demonstrate mastery of existing and emerging technologies, practices, and processes May direct major projects or programs with significant business impact within department, functional area Problem Complexity - Performs leading-edge areas of work for the professional field Displays a high level of critical thinking and analysis in bringing successful resolution to high-impact, complex, and/or within department problems Makes prompt, sound decisions when faced with complex and often contradictory alternatives that result in successful outcomes Autonomy - Operates with considerable latitude. Situations may have little or no precedent provoking original or new concepts or approaches without guidance from others Reaches decisions under conditions of uncertainty Knowledge - Possesses extensive knowledge in primary discipline or technical/ scientific area State-of-the-art knowledge of technologies, processes, and practices Primary contribution is in applying knowledge (product, industry, professional, technical), rather than managing people Influence/People Leadership - Develops or engages/directs others in developing innovative solutions to important, highly complex strategic and operating problems Cross-department considerations are often present May provide oversight to employees¿ professional development, but does not have unilateral hiring or firing authority May oversee the completion of projects or assignments, including planning, assigning, and reviewing Industry Leadership - May participate in industry events and be a representative on an industry-wide committee Internally recognized for knowledge and expertise in certain technical domains. May contributed to external publications, author or co-author patents, periodic contributions to the technical community body of knowledge, etc.