HR Analyst II, Reporting (Payroll)
● Provide HR/Payroll reporting support including research, analysis of business requests, problem solving, issue tracking, and resolution.
● Design, support, and coordinate the development of business relevant analytics and processes.
● Manage confidentiality of data by following established security/confidentiality standards.
● Translate requirements into effective and impactful dashboards and reports that enable information sharing across the client enterprise.
● Provide reporting support on ad hoc projects or requests.
● Determine what data should be selected and evaluated to address and track various business issues.
● Consult with functional teams on the selection, application, and implementation of metrics.
● Proactively apply analytical and research skills to monitor trends and elevate issues.
● Promote self-service reporting functionality with end users.
● Monitor reporting usage logs and offer recommendations for consolidation where possible.
● Take ownership of and ensure integrity of Payroll data through development of audit reports; troubleshoot irregularities; partner with Payroll team to research, correct discrepancies, and ensure compliance.
● Identify opportunities to reduce cycle times and increase reporting efficiencies.
● Remain apprised of new technology, new approaches and best practices as it relates to business analytics and the ability to generate critical data associated with the business.
● Serve as a key contact for non-routine questions and requests, especially related to HR/Payroll systems and data.
● Collaborate with HR/HRIS/Payroll team members to ensure system usage consistency across regions.
●Back up to Time & Attendance
●Back up for security setup for the payroll system, time & attendance and the reporting tool
●Manage the integration from Workday to payroll/time & attendance
●Manage the inbound/outbound interfaces from the various vendors
Job complexity may vary among jobs within this job level and will align with one of the job complexities listed below:
(1) Incumbent has limited level of discretion to vary from established procedures, works under general supervision, and solves some straightforward problems. Incumbent generally has limited work experience involving basic concepts and procedures but requires formal training in theories/concepts in own function.
(2) Incumbent has high level of discretion to vary from established procedures, works under broad supervision, and solves some complex problems. Incumbent generally has substantial work experience involving complex concepts and procedures in theories/concepts in own function.
Experience / Education
Typically requires a 4 year degree and 2–4 years of related experience; or an advanced degree without experience; or equivalent work experience. Previous Payroll experience required.