it systems specialist Dubuque, IA
Job description
The People Data & Systems Specialist will be responsible for overall management, maintenance and support of Dupaco’s Human Resources Information Systems (HRIS) and will be Dupaco’s HR data steward for employee (people) data. They will collaborate and work closely with cross-functional teams to leverage data and HRIS capabilities.
You'll work with an inclusive diverse crew of caring, passionate, and fun-loving people and you'll join them in working together toward a higher purpose. When you get here, you’ll know that your voice is valued and heard. You’ll find new and unique ways to make a positive impact just by being you. In this impactful role, you'll learn skills that will benefit you throughout your Dupaco Career.
#DupacoDifference. https://www.youtube.com/watch?v=Oy_rZxNXcC8
Dupaco Values:
- Demonstrates Dupaco Values: Rooted in Trust, Empathetic Understanding, Strengthening Relationships, Advocate for All and Invest in You
You’ll Be:
- Serving as primary point of contact, and subject matter expert for all HRIS related inquiries and issues.
- Administers, develops and researches HRIS, and is responsible for maintaining accuracy, system configuration and automation, and protects the integrity and security of people data.
- Oversees day to day administration and maintenance of HRIS, including system updates, user access management and troubleshooting.
- Responsible for continuously improving all applicable people data sources, optimizing people data census and reporting, and providing explanation of people data through analytics and dashboards.
- Configures HR systems (UKG) to meet strategic, operational and day to day needs.
- Uses power BI and system generated reporting to: generate, automate, and analyze people data reports for insights and to help with data-driven decision making; reports may consist of compensation, compliance, benefits, recruiting, performance management, training, payroll, time-off, and workforce analytics.
- Manages and ensures accuracy of HR data, including employee records, and organizational structure.
- Conducts routine audits, and validates data integrity and compliance with policies and regulations.
- Responsible for defining system requirements and working with external vendors to evaluate and select HRIS software when needed, systems and enhancements as applicable.
- Collaborating with cross-functional teams to identify and implement system enhancements and improvements.
- Research, analyze and test release notes for future enhancements.
- Deliver HRIS training and materials to educate HR and other end users of HRIS system on functionality and best practices.
- Maintain confidentiality and security of HR data, ensuring compliance with data protection regulations.
- Stays up to date with industry trends and best practices in HRIS administration and proposes innovative solutions to streamline HR processes.
- Use of artificial intelligence and predictive analysis as appropriate.
- As assigned, responsible for other HR employee data sources beyond UKG and others that may be assigned for employee data.
- Performs special projects as assigned.
You'll Need:
- Bachelor’s degree in Human Resources, Information Systems or related field
- Proven experience as an HRIS Administrator or similar role, or Power BI expertise
- Strong knowledge of HRIS platforms and systems; such as UKG, Workday, SAP, Oracle or similar
- Proficient in data analysis, report generation, and data visualization using HRIS tool
- Excellent attention to detail and ability to maintain data accuracy and integrity
- Strong analytical and problem-solving skills
- Effective communication and strong interpersonal skills
- Ability to handle confidential information with professionalism and discretion
- Familiar with HR laws, regulations and compliance
Qualifications
Skills
Behaviors
Preferred
Motivations
Preferred
Education
Experience
Preferred
Licenses & Certifications
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)
