The Specialist, HR Technology, working under general direction, is responsible for supporting the development, implementation, maintenance, and support of the HR systems (HRIS, HCM, CRM and Lifeatford). The role is also responsible for staying updated on trends and industry practices within the HR technology domain. The role collaborates with senior internal and external stakeholders on critical matters, often involving coordination across different departments or organizations, to ensure effective implementation and utilization of HR technology solutions.

Education:

Bachelor's Degree or Master’s Degree (preferred) in Human Resources, Management Information Systems, Computer Science, or a related field and/or commensurate work experience.

Experience:

Minimum 5 years of work experience with a Master’s degree or 5 years of work experience with a Bachelor’s degree, in HR Technology or a related field.

Licenses and Certifications:

Certified Human Resource Professional (CHRP) (Preferred) Certified Human Resources Information Systems Professional (CHRISP) (Preferred)

Work Requirements:

Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.

This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.

Implements HR technology policies, processes, and solutions that align with the business goals and objectives of the organization, focusing on areas such as HRIS administration, data management, system enhancements, user support, and compliance. Serves as the primary point of contact for managing HR technology systems such as addressing system-related requests and performing regular system upgrades, handling related tasks and issues in accordance with established practices, procedures, and timelines. Supports the implementation of new functionality, customizations, and the development of upgrades, patches, and process improvements in HR management systems (HRMS) and associated applications/ modules, assisting with requirements gathering, system evaluation, system configurations, change request prioritization, user acceptance and testing, and roll-out processes. Proactively anticipates operational issues that may arise during implementation and collaborates on developing preventive measures. Interacts with senior internal personnel and external vendors/shared service partners to conduct requirements gathering, analysis, troubleshooting, and design for HRIS systems. Participates in presentations to showcase progress, discuss issues and recommend solutions. Prepares reports, analytics, and dashboards for HR technology systems to support HR decision-making, data analysis, and compliance reporting. Analyzes HR system processes, identifies gaps, and makes recommendations for improvements to maximize performance and efficiencies via the use of technology. Assists internal HR teams in handling and following up on HR data and system-related inquiries. Stays updated on emerging HR technology trends and demonstrates full knowledge of industry best practices, including HR systems administration, data management, system configuration, and user support. Maintains knowledge of trends and developments with respect to HRIS providers, vendors, and technology. Provides guidance and training to employees and end-users on HR technology systems in case of new system/process rollouts, upgrades, and modifications. Maintains HRIS foundational tables and provides data entry and validation support for HCM setup components. Maintains and updates process documentation with respect to system workflows and data entry to ensure compliance with established processes and procedures and to improve service delivery by conducting validation checks, audits, and research to maintain data integrity. Participates in the delivery of HR technology projects by representing the team as a primary contact, coordinating with senior internal stakeholders and industry personnel. Integrates data and information from multiple sources to identify trends and evaluates various tangible and intangible variables to develop innovative solutions to HR systems problems. Collaborates with cross-functional teams to assess and address skill gaps specific to HR technology within the organization. Works closely with stakeholders to design and implement initiatives aimed at enhancing employee capabilities in HR technology and driving performance improvement.