Tucson Electric Power
HCM Systems Analyst I, II, Sr, or Lead
Tucson Electric Power, Tucson, Arizona, United States, 85718
Overview
Check us out. We believe you will like it here! Be Part of Our Story. Do you want to be part of a company culture founded on safety, teamwork, collaboration, and positive leadership? Do you want the opportunity to grow yourself in your current job and beyond? Do you want to live in the heart of the Sonoran Desert, with beautiful landscapes all around and a city immersed in culture and diversity? If you answered "Yes" to any of these questions, read on. We want to know of your interest. If you apply, you are not just a number, you are a possible team member! Our culture is at the heart of our success and we are looking for talented individuals for the position of
HCM Systems Analyst I, II, Senior or Lead
to bring their skills and experience to the table while enriching our already strong culture.
What you will do
Provide system support, upgrade, optimization, and subject matter expertise for all HR technologies and databases.
Provide reporting and analytics services to ensure accurate and timely access to HR data by other members of the HR team, leadership and business stakeholders.
Play a critical role in reimaging the use of the HR information systems (HRIS) at UNS, assessment of technology options, and design and deployment of new HR technology.
What you bring
High school diploma or GED, Associates or Bachelors degree in Human Resources, Business Administration or related preferred.
1+ years of experience in a Human Resources, Finance or Performance Analyst position. Utility experience preferred. Knowledge or exposure to a SaaS.
Proficiency in HR systems such as Workday, PeopleSoft, Oracle, Taleo and ELM. Experience with HRIS modules covering payroll, expense and security is highly preferred.
Demonstrated experience with application testing and system troubleshooting.
If this sounds like the opportunity for you, apply now!
Position Description The Human Resources (HR) Systems Analyst provides system support, upgrade, optimization, and subject matter expertise for all HR technologies and databases. Provides reporting and analytics services to ensure accurate and timely access to HR data by other members of the HR team, leadership and business stakeholders across the UNS Energy enterprise (e.g., developing and supplying reports, tracking metrics, creating dashboards, providing advanced HR data analytics services, etc.) Responsible for the HR budgeting process. Plays a critical role in reimagining the use of the HR information system (HRIS) at UNS, assessment of technology options, and design and deployment of new HR technology.
Position-Related Responsibilities
Consultation:
Initiates and maintains relationships with HR Business Partners (HRBP’s), HR Centers of Expertise (COE’s) and the HR Solutions Center (HRSC) to understand needs; consults, designs, and proposes systems and analytics solutions/process optimizations that allow HR to become consistently trusted, strategic partners to the business.
Consults with business stakeholders in response to requests for systems or analytics support; clarifies business requirements, designs potential solutions, communicates ideas, and implements approved activities within the scope of responsibility for the HR Systems & Analytics (HRSA) team.
Partners and facilitates communication with HR teams, Information Technology (IT), Finance, Corporate Compliance, Payroll, other business areas, and vendors; ensures all appropriate stakeholders are notified and engaged with HR technology-related changes, solutions, appropriate usage, and opportunities for optimization.
Demonstrates trust and professionalism by using independent judgment to manage highly-confidential and sensitive information.
Continually increases personal understanding of utility business functions and processes related to HR programs and services; uses knowledge to support consultations and solutioning.
HR Data Analytics & Reporting:
Supplies customers with scheduled and ad hoc reporting and data pulls from HR systems in a timely fashion; uses subject matter expertise to recommend report structure, data fields, etc.
With leadership oversight and approval, designs, institutes and holds customers accountable to HR data governance controls and standards for access and reporting purposes.
Educates customers about how to use direct access reporting resources and canned reports to facilitate self-service, thereby empowering them to gain access to reporting needs quickly and creating efficiencies for the HRSA team.
Using deep expertise in HR metrics, makes recommendations to leadership for workforce performance measurements and key performance indicators.
Designs and delivers professional dashboards of workforce data to support leadership decision-making; includes standard dashboards for HR leaders as well as custom dashboards for business leaders (designed and delivered in partnership with HRBP’s).
Designs and sets up tracking systems for customers to manage based on business requirements involving approved workforce data.
Performs data audit, review and clean-up activities to create and maintain data integrity in HR systems and databases; supports accuracy and efficacy of data and reports delivered to customers, as well as, trust in HR.
Performs complex analysis in support of projects and special assignments, as needed; examples include cost analysis, labor negotiation cost modeling, etc.
HR Systems & Technologies:
Acts as the point of contact (POC), HR subject matter expert (SME), and/or super user for all HR systems, software, databases, and other technologies; may share ownership and responsibility with other groups for some systems.
Troubleshoots, identifies and tracks root causes, suggests solutions, escalates as needed, and makes changes to address HR system issues; partners with IT as appropriate.
Provides upgrade support for HR systems; identifies and writes test scripts, conducts testing, troubleshoots workflow issues, and validates data and system functionality.
Optimizes processes in HR systems, including identifying opportunities to automate, where possible.
Develops education and resources to ensure consistency in the use of HR systems and technologies.
Partners with IT and other HR stakeholders for system development and configuration according to business needs.
Partners with Information Technology to resolve tickets submitted by users of HR systems.
Supports HR processes, including contractor conversion, eligibility and access to the CIP program, and administration of the Contractor Management System (CMS).
HR Budgeting & Budget Management:
Assists in the preparation of the HR team’s annual capital, operating and maintenance budgets; partners with HR leaders to gather inputs and makes recommendations.
Participates in the annual budget call on behalf of HR; submits budget recommendations for the following year.
Monitors HR spend compared with approved budget; prepares a monthly variance report for leadership review, researches variances, and re-forecasts anticipated HR spend.
Partners with Budget Planning & Analysis and Accounting to obtain timely financial reporting and consultation.
Tracking, Reporting & Technology:
Understands and effectively utilizes HR information systems to obtain, store and analyze pertinent data and information within the parameters of job responsibilities; leverages current technology and tools to their fullest, and ensures accuracy and consistency of data inputs to preserve enterprise data integrity.
In addition to reporting responsibilities for customers, prepares leadership reports of requested HR performance or other data, organizing outputs in a user-friendly fashion and customizing the level of detail to meet audience requirements.
Leads or assists in the design and development of the HRIS and other HR technologies/software.
Participates in HR technology/system design, testing, upgrade, and/or enhancement.
Team Contribution & Collaboration:
Partners with or requests assistance from the HR Solutions Center (HRSC) for transactional support services in alignment with their scope of responsibility.
Responds to assigned escalated tickets from the HRSC according to service level agreement standards; prioritizes the employee experience and escalates as appropriate.
Performs personal administrative tasks (e.g., travel arrangements, pro cards, expense reports), calendaring, vendor management, and assigned administrative responsibilities.
Contributes to the design, development, documentation, and continuous improvement of HR Operations and HR processes and procedures; adheres to approved processes and quality standards.
Leads or assists with HR Operations and enterprise HR initiatives, programs/processes, and special projects, as assigned.
This position may provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.
____________________________________________________________________________
Role Levels and Qualifications HR Systems Analyst I:
Under direct supervision, performs minimally complex HR Systems & Analytics functions.
Follows standard HR Operations department processes and related organizational policies to complete tasks.
Takes initiative to grow in functional knowledge; seeks guidance as needed.
HR Systems Analyst II:
Performs moderately complex HR Systems & Analytics functions; oversees a small project or phase of a larger project.
Takes initiative to advance knowledge and demonstrates proficiency; seeks guidance as needed.
Senior HR Systems Analyst:
Performs highly complex HR Systems & Analytics functions with minimal supervision.
Oversees multiple projects or a program; delivers projects to completion; supports business needs with data-driven solutions.
Lead HR Systems Analyst:
Top-level individual contributor; subject matter expert.
Leads complex projects; contributes to HR Operations strategy; mentors others as needed.
Knowledge, Skills & Abilities
(Equivalent combination of education and experience will be considered.)
Level I minimum qualifications
High school diploma or GED
1-3 years of experience in a Human Resources, Finance, or Performance Analyst position. Utility experience preferred.
Experience with design, process documentation and functional system support on an HCM system.
Knowledge or exposure to a SaaS (Workday, ServiceNow, etc)
Proficiency with Excel, Word, PowerPoint and HR systems such as Workday, PeopleSoft, Oracle, Taleo and ELM.
Demonstrated experience with application testing and system troubleshooting
Ability to work independently and as part of a team; strong communication skills; project management capabilities.
Preferred qualifications
Associate's degree in related field
Level II minimum qualifications
3-5 years of experience in a Human Resources, Finance, or Performance Analyst position. Utility experience preferred.
Experience with design, support and administration on a HCM and SaaS with focus on two or more HR modules.
Proficiency with office applications and HR systems (same as Level I).
Independent analytical and innovative skills; strong teamwork and communication; project management capabilities.
Preferred qualifications
Bachelor's degree in related field or equivalent.
Senior minimum qualifications
5-7 years of experience; advanced analytical and innovation skills.
Experience with SaaS design, plan execution and administration across HR; strong project management.
Ability to manage multiple projects, deliver on schedule, and build customer trust.
Lead minimum qualifications
8-10 years of experience; ability to manage complex projects and lead others; experience with leading SaaS implementations.
Demonstrated leadership ability.
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Check us out. We believe you will like it here! Be Part of Our Story. Do you want to be part of a company culture founded on safety, teamwork, collaboration, and positive leadership? Do you want the opportunity to grow yourself in your current job and beyond? Do you want to live in the heart of the Sonoran Desert, with beautiful landscapes all around and a city immersed in culture and diversity? If you answered "Yes" to any of these questions, read on. We want to know of your interest. If you apply, you are not just a number, you are a possible team member! Our culture is at the heart of our success and we are looking for talented individuals for the position of
HCM Systems Analyst I, II, Senior or Lead
to bring their skills and experience to the table while enriching our already strong culture.
What you will do
Provide system support, upgrade, optimization, and subject matter expertise for all HR technologies and databases.
Provide reporting and analytics services to ensure accurate and timely access to HR data by other members of the HR team, leadership and business stakeholders.
Play a critical role in reimaging the use of the HR information systems (HRIS) at UNS, assessment of technology options, and design and deployment of new HR technology.
What you bring
High school diploma or GED, Associates or Bachelors degree in Human Resources, Business Administration or related preferred.
1+ years of experience in a Human Resources, Finance or Performance Analyst position. Utility experience preferred. Knowledge or exposure to a SaaS.
Proficiency in HR systems such as Workday, PeopleSoft, Oracle, Taleo and ELM. Experience with HRIS modules covering payroll, expense and security is highly preferred.
Demonstrated experience with application testing and system troubleshooting.
If this sounds like the opportunity for you, apply now!
Position Description The Human Resources (HR) Systems Analyst provides system support, upgrade, optimization, and subject matter expertise for all HR technologies and databases. Provides reporting and analytics services to ensure accurate and timely access to HR data by other members of the HR team, leadership and business stakeholders across the UNS Energy enterprise (e.g., developing and supplying reports, tracking metrics, creating dashboards, providing advanced HR data analytics services, etc.) Responsible for the HR budgeting process. Plays a critical role in reimagining the use of the HR information system (HRIS) at UNS, assessment of technology options, and design and deployment of new HR technology.
Position-Related Responsibilities
Consultation:
Initiates and maintains relationships with HR Business Partners (HRBP’s), HR Centers of Expertise (COE’s) and the HR Solutions Center (HRSC) to understand needs; consults, designs, and proposes systems and analytics solutions/process optimizations that allow HR to become consistently trusted, strategic partners to the business.
Consults with business stakeholders in response to requests for systems or analytics support; clarifies business requirements, designs potential solutions, communicates ideas, and implements approved activities within the scope of responsibility for the HR Systems & Analytics (HRSA) team.
Partners and facilitates communication with HR teams, Information Technology (IT), Finance, Corporate Compliance, Payroll, other business areas, and vendors; ensures all appropriate stakeholders are notified and engaged with HR technology-related changes, solutions, appropriate usage, and opportunities for optimization.
Demonstrates trust and professionalism by using independent judgment to manage highly-confidential and sensitive information.
Continually increases personal understanding of utility business functions and processes related to HR programs and services; uses knowledge to support consultations and solutioning.
HR Data Analytics & Reporting:
Supplies customers with scheduled and ad hoc reporting and data pulls from HR systems in a timely fashion; uses subject matter expertise to recommend report structure, data fields, etc.
With leadership oversight and approval, designs, institutes and holds customers accountable to HR data governance controls and standards for access and reporting purposes.
Educates customers about how to use direct access reporting resources and canned reports to facilitate self-service, thereby empowering them to gain access to reporting needs quickly and creating efficiencies for the HRSA team.
Using deep expertise in HR metrics, makes recommendations to leadership for workforce performance measurements and key performance indicators.
Designs and delivers professional dashboards of workforce data to support leadership decision-making; includes standard dashboards for HR leaders as well as custom dashboards for business leaders (designed and delivered in partnership with HRBP’s).
Designs and sets up tracking systems for customers to manage based on business requirements involving approved workforce data.
Performs data audit, review and clean-up activities to create and maintain data integrity in HR systems and databases; supports accuracy and efficacy of data and reports delivered to customers, as well as, trust in HR.
Performs complex analysis in support of projects and special assignments, as needed; examples include cost analysis, labor negotiation cost modeling, etc.
HR Systems & Technologies:
Acts as the point of contact (POC), HR subject matter expert (SME), and/or super user for all HR systems, software, databases, and other technologies; may share ownership and responsibility with other groups for some systems.
Troubleshoots, identifies and tracks root causes, suggests solutions, escalates as needed, and makes changes to address HR system issues; partners with IT as appropriate.
Provides upgrade support for HR systems; identifies and writes test scripts, conducts testing, troubleshoots workflow issues, and validates data and system functionality.
Optimizes processes in HR systems, including identifying opportunities to automate, where possible.
Develops education and resources to ensure consistency in the use of HR systems and technologies.
Partners with IT and other HR stakeholders for system development and configuration according to business needs.
Partners with Information Technology to resolve tickets submitted by users of HR systems.
Supports HR processes, including contractor conversion, eligibility and access to the CIP program, and administration of the Contractor Management System (CMS).
HR Budgeting & Budget Management:
Assists in the preparation of the HR team’s annual capital, operating and maintenance budgets; partners with HR leaders to gather inputs and makes recommendations.
Participates in the annual budget call on behalf of HR; submits budget recommendations for the following year.
Monitors HR spend compared with approved budget; prepares a monthly variance report for leadership review, researches variances, and re-forecasts anticipated HR spend.
Partners with Budget Planning & Analysis and Accounting to obtain timely financial reporting and consultation.
Tracking, Reporting & Technology:
Understands and effectively utilizes HR information systems to obtain, store and analyze pertinent data and information within the parameters of job responsibilities; leverages current technology and tools to their fullest, and ensures accuracy and consistency of data inputs to preserve enterprise data integrity.
In addition to reporting responsibilities for customers, prepares leadership reports of requested HR performance or other data, organizing outputs in a user-friendly fashion and customizing the level of detail to meet audience requirements.
Leads or assists in the design and development of the HRIS and other HR technologies/software.
Participates in HR technology/system design, testing, upgrade, and/or enhancement.
Team Contribution & Collaboration:
Partners with or requests assistance from the HR Solutions Center (HRSC) for transactional support services in alignment with their scope of responsibility.
Responds to assigned escalated tickets from the HRSC according to service level agreement standards; prioritizes the employee experience and escalates as appropriate.
Performs personal administrative tasks (e.g., travel arrangements, pro cards, expense reports), calendaring, vendor management, and assigned administrative responsibilities.
Contributes to the design, development, documentation, and continuous improvement of HR Operations and HR processes and procedures; adheres to approved processes and quality standards.
Leads or assists with HR Operations and enterprise HR initiatives, programs/processes, and special projects, as assigned.
This position may provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.
____________________________________________________________________________
Role Levels and Qualifications HR Systems Analyst I:
Under direct supervision, performs minimally complex HR Systems & Analytics functions.
Follows standard HR Operations department processes and related organizational policies to complete tasks.
Takes initiative to grow in functional knowledge; seeks guidance as needed.
HR Systems Analyst II:
Performs moderately complex HR Systems & Analytics functions; oversees a small project or phase of a larger project.
Takes initiative to advance knowledge and demonstrates proficiency; seeks guidance as needed.
Senior HR Systems Analyst:
Performs highly complex HR Systems & Analytics functions with minimal supervision.
Oversees multiple projects or a program; delivers projects to completion; supports business needs with data-driven solutions.
Lead HR Systems Analyst:
Top-level individual contributor; subject matter expert.
Leads complex projects; contributes to HR Operations strategy; mentors others as needed.
Knowledge, Skills & Abilities
(Equivalent combination of education and experience will be considered.)
Level I minimum qualifications
High school diploma or GED
1-3 years of experience in a Human Resources, Finance, or Performance Analyst position. Utility experience preferred.
Experience with design, process documentation and functional system support on an HCM system.
Knowledge or exposure to a SaaS (Workday, ServiceNow, etc)
Proficiency with Excel, Word, PowerPoint and HR systems such as Workday, PeopleSoft, Oracle, Taleo and ELM.
Demonstrated experience with application testing and system troubleshooting
Ability to work independently and as part of a team; strong communication skills; project management capabilities.
Preferred qualifications
Associate's degree in related field
Level II minimum qualifications
3-5 years of experience in a Human Resources, Finance, or Performance Analyst position. Utility experience preferred.
Experience with design, support and administration on a HCM and SaaS with focus on two or more HR modules.
Proficiency with office applications and HR systems (same as Level I).
Independent analytical and innovative skills; strong teamwork and communication; project management capabilities.
Preferred qualifications
Bachelor's degree in related field or equivalent.
Senior minimum qualifications
5-7 years of experience; advanced analytical and innovation skills.
Experience with SaaS design, plan execution and administration across HR; strong project management.
Ability to manage multiple projects, deliver on schedule, and build customer trust.
Lead minimum qualifications
8-10 years of experience; ability to manage complex projects and lead others; experience with leading SaaS implementations.
Demonstrated leadership ability.
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