HRIS Administrator

Work Location:

Main Office, Lancaster, Camp Hill or Akron Location

Work Hours:

Monday - Friday

8:00am - 5:00pm

Function: The HRIS Administrator I maintains and supports development of the Human Resources Information System (HRIS) and provides on-going system support. Serves as a technical point-of-contact for the assigned functional area and assists subject matter experts with ensuring data integrity, testing of system changes, report writing, and analyzing data flows for process improvement opportunities. Supports system upgrades, patches, testing and other technical projects.

Duties and Responsibilities:

• Provides on-going system support for the HRIS.

  • Partners with stakeholders to analyze work process design and flow, improve processes and leverage the return on system capabilities.

• Serves as a technical point-of-contact and assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities.

• Supports HRIS upgrades, patches, testing and other technical projects as assigned.

  • Makes routine decisions following established policies and procedures; collaborates with manager to gain assistance when complex issues arise.

  • Responsible for business process development, improvement, and configuration.

  • Remains current on systems functionality and actively seeks ways in which to leverage them.

    • Reviews quarterly update documentation, performs testing, and reviews potential changes with management.

• Provides insight, recommendations, and develops processes and best practices.

  • Develops and maintains system documentation, processes, and procedures.

  • Answers/responds to escalated questions, requests, education, and errors from ticketing system and other communication methods in a timely matter.

•  Develops and continually evolves deep functional and technical experience in support of disciplines across Human Resources.

•  Develops and enhances strong partnerships/collaboration with departments to gather information and translate that into a business process/system functionality that both aligns with the needs of the business and keeps the end user experience in mind.

• Assists with audit and quality control processes for maintaining data integrity and security.

• Performs a variety of system and process functions such as complex query and report creation, development, problem solving, configuration, testing, prototyping, and escalations with vendors.

• Provides creative solutions and options that enhance the end-user experience while ensuring high data quality, cost-effective, and supportability.

• Maintain a good working relationship with all bank employees.  Demonstrate strong interpersonal skills with the ability to work independently, as well as motivated to work as a team player to contribute to the success of the department and in turn the organization.

• Perform additional duties as required.

Physical Demands:

Operates a keypad device: 80% of the day. Specific vision requirements include close vision of 18’-20’ for computer work. Must be able to lift, move, and/or carry up to 20lbs. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Education:

Requires a four-year degree or equivalent in business or human resources related field. 

Experience:

Requires two to five years general experience with two to five years specialized HRIS experience. Workday HRIS preferred. 

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)

Salary Range: