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Open nowFirst seen 2 days ago

HRIS Reporting Analyst

global-channel-management-inc944 open roles

Where
Chicago, Illinois, United States
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Your applicationOpen nowHRIS Reporting Analystglobal-channel-management-inc · Chicago, Illinois, United States

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The clock on this job

Early applications get read.

11.8% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.1%1 day
  2. 4.4%3 days
  3. 11.8%7 days
  4. 18.6%14 days
  5. 35.6%30 days
  6. 45.1%60 days
This job: first seen 2 days ago

The posting

HRIS Reporting Analyst needs 3+ years of Workday HRIS Administrator experience.

HRIS Reporting Analyst requires:

Ø Bachelors Degree in HR, IT, Business or related field.Ø 3 5 years of reporting, data analysis and modeling with Workday or other HCM platform or Business Intelligence applications. Ø 3+ years of Workday HRIS Administrator experience. Ø Advanced knowledge of Workday reporting and Tableau. Basic understanding of Workday security.

HRIS Reporting Analyst duties:

  • Collect and compile HR metrics and data from a variety of sources including our HCM system, Workday, employee surveys, exit interviews, employment records, government labor statistics, competitors practices, and other sources.
  • Create simple to complex report queries in Workday to respond to ad-hoc reporting requests Based on metrics and analysis, make recommendations for policies and activities to improve areas of opportunity including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
  • Maintain HR Dashboard in PowerBi and manage relevant HR metrics for business leaders to address improvement areas.
  • Analyze data and statistics for trends with regards to recruitment practices, candidate sources, turnover, and compliance.
  • Assist HR to leverage data analytics to inform the design of programs and measure their success against stated goals and objectives.
  • Partner with compensation team to evaluate roles in the organization and recommend options to streamline jobs, job architecture, and align compensation plans.
  • Analyze survey results and lead discussion on how to implement initiatives to improve key areas.
  • May conduct or assist with conducting classification audits to ensure that jobs are properly classified as exempt or nonexempt.
  • Ensure compliance with data privacy regulations and best practices.
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