Specialist, Data Analysis III

Essential Functions

• Serves as the primary recipient of organization-wide Personnel Action Forms and Position Change Forms.
• Ensures the timely implementation of database changes to ensure accurate payrolls.
• Initiates, develops, and supervises the implementation of internal and external procedures for improving manual and automated processing of personnel reports.
• Works with HR staff to validate each request and the accurate completion or routing of each form based on HR processes.
• Acts as a resource and guide for managers as it relates to HR data and positions.
• Maintains impeccable records of change request approvals.
• Ensures the highest level of accuracy for data entered into HR data systems to ensure successful data audits.
• Acts as the initial escalation point for data corrections that are required in the PeopleSoft database; escalates further if necessary and executes approved corrections.
• Provides HCM data support for Human Resources staff, all associate end-users
• Plans and implements recordkeeping processes for permanent personnel records.
• Prepares HR metrics to be presented at monthly, quarterly, and annual senior leadership meetings.
• Creates standard or ad-hoc reports out of HCM and other HR data systems to ensure compliance with local, state, and federal reporting guidelines.
• Participate in the creation of new queries and reports as needed.
• Initiates technology service requests to revise or develop existing or new HCM modules for processing data, reports, or payments.
• Assists with the support of all aspects of Human Resources as it relates to data requests, including but not limited to data availability, feasibility of requests, ad-hoc reports, and technical support.

• Uses functional and technical knowledge to provide end-users with general guidance and informal training as needed.
• Assists with creating internal training tools and process manuals for staff to maximize effective use of the HCM system.
• Prepares and presents workshops to users to explain HCM requirements and system procedures.
• Supervises, evaluates, and directs work of assigned Human Resources support staff.
• Provides back-up for other functional areas of the Human Resources Department, including recruitment, operations, benefits, etc., as needed.

Job Requirements: Minimum Qualifications

Skills, Knowledge and Abilities
SKILLS are required to perform single, technical tasks with a potential need to upgrade skills in order to meet changing job conditions. Specific skill based competencies required to satisfactorily perform the functions of the job include: proficiency in Microsoft Excel at an expert level; applying
district, state and federal policies and regulations as they relate to human resources; operating standard office equipment including pertinent software applications; preparing and maintaining accurate records; analyzing data; auditing reports; classifying data and/or information; using pertinent software applications.
KNOWLEDGE is required of principles, practices, and trends of information system administration; information systems integration and analysis; human resources training practices and principles; generally accepted professional practices in the implementation of employee selection procedures, concepts of grammar and punctuation; keyboarding; office application software.
ABILITY is required to schedule activities and/or meetings; gather, collate, and/or classify data; query and formulate data to prepare reports as needed; analyze data utilizing defined but different processes; and operate equipment using standardized methods. Ability is also required to work with a wide diversity of individuals; work with a variety of data; and utilize job-related equipment. Specific ability based competencies required to satisfactorily perform the functions of the job include: establishing and maintaining effective working relationships; maintaining confidentiality; setting priorities; meeting deadlines and schedules; working with detailed information; and adapting to changing priorities; accuracy and attention to detail; communicating with diverse groups; working as part of a team.
Responsibility
Responsibilities include: working under limited supervision using standardized practices and/or methods; directing other persons within a small work unit; monitoring budget expenditures. Utilization of some resources from other work units is often required to perform the job functions. There is some opportunity to impact the organization’s services.

Experience: Five (3) years of direct experience managing and analyzing data, including data mining, reporting, high-volume data processing, and two (2) years of supervisory experience with technical staff. Experience in human resources and with Oracle/PeopleSoft systems strongly preferred.

Education: Bachelor’s degree with major coursework in information systems, computer science, data mining, or related field.

Equivalency: Any combination of education and experience equivalent to a bachelor’s degree with major coursework in information systems, computer science, data mining, or related field and five (3) years of direct experience managing and analyzing data, including data mining, reporting, high-volume data processing, and two (2) years of supervisory experience with technical staff. Experience in human resources and with Oracle/PeopleSoft systems strongly preferred.