Question

Case Study: Position Description and Specification for an HRIS Administrator One way to assess the nature and importance of a particular function or position in an organization is to examine the job description and job specifications for this position, as they tell us what activities, duties, and tasks are involved in the job as well as what knowledge, skills, and abilities (KSA) are required to perform the job. The following is an actual advertisement for an HRIS administrator. A large corporation placed this ad in the “Job Central” section of the website for the International Association for Human Resources Information Management (www.ihrim.org). HRIS Administrator Job Level: Senior (5+ Years), Full time Reports to: Senior Director of Human Resources Operations Position Summary MOMIRI, LLC is an Alabama Native Owned Corporation, providing shared services to the MOMIRI family of companies and planning and incubating the next generation of companies serving federal and commercial customers. MOMIRI companies offer core expertise in telecommunications, information technology, product development, major program management, open source software, construction management, facility operations, and operations support. MOMIRI companies realize that quality personnel are the key to our success. An excellent benefits package, professional working environment, and outstanding leaders are all keys to retaining top professionals. Primary Function The incumbent will serve as a key member of the HR Support Services department and provide professional human resources support in specific functions or disciplines to management and staff for the MOMIRI family of companies. This position is viewed as going to a midlevel professional who assists management and staff with HR programs at the tactical level and performs all essential duties and responsibilities at the direction of the Manager of HR Operations. Essential Duties and Responsibilities • Provides technical assistance to senior-level HR staff and management on several HR programs to include employee relations, compensation, EEO compliance, company policies and procedures, disability programs (STD, LTD, FMLA, ADA), federal and state employment laws, and personnel actions as needed. • Supports and maintains the Human Resources Information System (HRIS) in addition to other systems supported by the management of enterprise applications. • Serves as technical point-of-contact for assigned functional areas and assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. • Supports HRIS and other enterprise systems’ upgrades, patches, testing, and other technical projects as assigned. • Recommends process/customer service improvements, innovative solutions, policy changes, and/or major variations from established policy. • Serves as key systems liaison with other departments and process stakeholders (e.g., Payroll). • Writes, maintains, and supports a variety of reports or queries utilizing appropriate reporting tools. • Assists in development of standard reports for ongoing customer needs. • Maintains data integrity in ATS, HRIS, and other enterprise systems by running queries and analyzing and fully auditing data across all HR departments. • Conducts new hire in-processing to include systems training for new employees and entering new employee information in Costpoint. • Conducts termination out-processing to include entering employee separation information in Costpoint and reporting attrition data. • Develops user procedures, guidelines, and documentation for HR-related systems. • Trains system users on new processes/functionality. • Provides HR tools and resources for management and staff to accomplish their goals and objectives. • Processes personnel actions (hires, terminations, pay and title changes, promotions, employment status, etc.) to include entering data into HRIS. • Assists with special HR-related projects and provides training to other staff members as required. • Performs other duties as assigned. Requirements Specialized Knowledge and Skills • Experience working with a multiple-site workforce. • Working knowledge of federal and state employment laws and related acts. • Advanced to expert level computer skills. • Excellent verbal and written communication and presentation skills. • Great interpersonal skills. • Strong time-management and prioritization skills. Qualifications • Bachelor’s degree in HR and/or equivalent professional experience. • 3–5 years of technical HRIS experience in professional HR environment. • Self-directed, highly responsive, and detail oriented. • Ability to maintain absolute confidentiality in all business matters. • Government contracting experience is a plus. Case Study Questions 1. How does this position help the HR function become a strategic partner of the organization? 2. From the position description, identify the traditional, transactional, and transformational HR activities that this position is involved with. 3. Using the key responsibilities identified for this position, explain why and how the HRIS function plays a pivotal role in the organizational model as described in this chapter.

Answer 1

1)

The role seen in the case study works in several respects to support Human Resources acts becoming a strategic advisor for the company. Second, the efficiency boost which has a direct effect on the income of the business. The organization is displaying great interest in utilizing the Human Resources Information Systems (HRIS) to promote and render HR's day-to-day activities more effective. Maintaining the information 's credibility, running assessments and reviewing to recommend changes to the HR program helps the employee feel personally active with the operations. Stimulates the creation of an enriching, competitive working climate, leads to ownership and decreases the turn-over of the business. HR helps the company create a connection between the various areas and contributes directly to the flow of communication in order to achieve organizational objectives. HR is primarily responsible for recruiting candidates, performing the hiring and preparation phase for potential hires and information technology, ensuring that all staff are matched with the organization's goals, objectives and demands. Professionals encouraged to utilize remote self-service services are reducing expenses and saving energy. Finally, the organisation considers HR part of the management team and helps HR in corporate preparation that shows that the corporation is sensitive to the core aspect that allows the employees expand and improve the enterprise.

2)

Traditional:(Recruitment, Selection, Training, Performance Management, Compensation, Employee Relations):

• Provides technical assistance to senior HR staff and management on a number of HR programmes, including employee relationships, compensation, EEO compliance, company policies and procedures, disability programs (STD, LTD, FMLA, ADA), federal and state employment laws and, where necessary, personnel actions.

• Liaises with other agencies and network partners (e.g., Payroll) as core structures.

• Helps in specific assignments related to HR and offers guidance to other personnel when needed.

Transactional (Administration of benefits, Maintaining records, Employee services)

• Implements and manages the Human Resources Information Network (HRIS), in addition to many corporate technology management frameworks.

• It acts as a strategic point of touch for the delegated functional areas and supports professionals in maintaining data consistency, reviewing program improvements, writing documentation and evaluating data processes to enhance workflow efficiency.

• Writes, preserves and facilitates a range of records or inquiries using acceptable recording instruments. Assists in the development of standard customer requirement reports.

• Protects data transparency across ATS, HRIS and other business applications by conducting tests, reviewing and thoroughly auditing data in all human resources divisions.

• Conduct termination out-processing to include entering information about the separation of employees in Costpoint and reporting of attrition data.

• Provides management and staff with HR tools and resources to accomplish their objectives and objectives.

• Process personnel actions (hires, terminations, changes in pay and title, promotions, employment status, etc.) to include data entries in HRIS.

• Supports the upgrades, patches, testing and other technical projects of HRIS and other enterprise systems as assigned.

• Provides in-processing new hires to provide preparation programs for new workers and to insert new employee details in Costpoint.
Transformation (Knowledge Leadership, Policy Redirection and Renewal, Social Transition, Improvement of Leadership; Quality Added):

• Propose process / customer experience enhancements, novel approaches, legislative adjustments and/or big compliance variances.

• Develops user procedures, guidelines and HR-related system documentation; Trains consumers of the program on different systems / features.

3)

Centered on the main roles seen in this job, HRIS professional plays a crucial function in helping the organization handle policies and practices, including monitoring changes and generating various HR reports. He / she also supports business process improvements in streamlining work processes, minimizing customization, leveraging existing features and enhancing end user experience. This specialist will develop and retain reports on existing and expected state Records and program procedures, perform periodic evaluations on various programs to ensure data accuracy and facilitate continuous enhancement in data quality within the enterprise.

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