Human Resources Business Analyst Brockville Board Office 1.0 FTE

The Upper Canada District School Board (UCDSB) is committed to equity in employment. As an equal opportunity employer we are committed to establishing a qualified workforce that is reflective of the diverse population we serve. The UCDSB is committed to providing accommodations for people with disabilities. If you require an accommodation we will work with you to meet your needs. This would be facilitated upon receiving an interview and would be done by contacting Human Resources at .

NON UNION POSITION

POSITION TITLE:Human Resources Business Analyst

LOCATION: Brockville Board Office 225 Central Avenue West Brockville Ontario.

REPORTS TO : Manager of Human Resources

START: To Be Determined

FTE: 1.0 (35 hours per week)

SALARY : $72561-$107564* commensurate with experience.

*This job is currently under review for salary band determination which is why such a variance in possible starting salary is being advertised.

Job Summary

Reporting to the Manager of HR the Human Resources Business Analyst is responsible for the governance of HR processes process maps documentation standardization and knowledge base documentation for the Boards Human Resource Information System (HRIS). The position is responsible for providing HRIS functional support to first line users troubleshooting and analyzing problems or issues designing solutions with the technical team arranging and overseeing system testing and configuration developing training documentation and implementing end-user training plans.

The Human Resources Business Analyst reviews all HR operational processes and analyzes the work performed by the HR department including researching assessing and recommending new processes or technology to assist the HR staff with work.

List and Brief Description of Specific Duties

HRIS Governance & System Management

• Overall responsibility for the governance of HR processes process maps documentation and knowledge base documentation related to the HRIS system.
• Maintains system procedures and configuration documentation (monthly).
• Monitors application fixes and updates.
• Provides input into planning for future functionality utilization and resulting business process changes (two to four times per year).
• Lead the implementation of application fixes updates upgrades and new functionality and acts as a technical liaison for all HRIS system updates; maintains a change log for all processes outlining impacts to existing programs policies and procedures.
• Maintain and administer ad hoc report writing tools for end users.

Technical Support & Integration

• Provides application support for end users (e.g. develops and implements end-user training plans) troubleshoots analyzes and resolves production issues.
• For project initiatives serve as a technical liaison that involve the HRIS system integration and platform transitions; ensures effective communication and collaboration between internal stakeholders and external platform providers.
• Support the continuity and functionality of existing systems by translating technical requirements identifying potential impacts and facilitating alignment between legacy systems and new technologies.
• Regularly reviews and troubleshoot processes and HR data to identify opportunities for further improvement to HR data and coordinates with IT and other departments as required to identify areas of improvement recommend changes and implement functional solutions for existing systems.
• Provide support for HR staff with application of tools other HR workload issues and past practices.
• Support HR department in areas of need.

Process Improvement & Workflow Design

• Develops documents and maintains all current and new HR process workflows for efficiency and compliance.
• Researches identifies assesses and leads implementation of opportunities for improved efficiency.
• Conduct research including internet HR magazines research reports and auditing and analyzing.
• Prepare communications for meetings presentations training and problem solving.

Reporting & Data Analysis

• Designs and develops end user reports and queries.
• Supports data analysis work to provide relevant actionable feedback to project team.
• Prepare reports reporting tools testing applications etc.
• Ministry reporting (three to five times per year).
• Census data (twice a year).
• Complete external reports requested by service agencies.

Other

• Supervises project teams.

Specific knowledge of:

• Technology related to HR and associated trends processes tools and requirements
• Human resources policies trends and developments
• Previous experience using a HRIS system is an asset.
• General human resources practices

Formal Education and/or Certification:

• Minimum: Undergraduate degree in HRM (Human Resources Management) is required.
• A combination of education and experience may be considered.

Years of Experience:

• Minimum: 4 to 5 years

Competencies:

• Ability to analyze business processes and systems identify inefficiencies and/or required functional enhancements and document business processes and procedures.
• Ability to research learn innovative technologies (e.g. specialized software) and make recommendations.
• Ability to prepare communications business cases and reports
• Proven experience in Change Management Practices and Project Management.
• Prior experience in a unionized / school board / public sector organization considered an asset.
• Ability to translate business needs into clear requirements that will enable the design of flexible solutions to enable business strategies.
• Ability to understand and effectively articulate functionality of technology solutions to business and IT teams at various levels.
• Strong analytical skills combined with the ability to work under pressure to meet competing deadlines with a strong attention to accuracy and detail.
• Excellent judgement and creative thinking skills in decision making situations.
• Good mathematical statistical analytical and research skills combined with the ability to redesign business processes and maintain system integrity.
• High level of proficiency using software such as Microsoft Office (Word Excel PowerPoint and Visio) HRIS and other database systems.
• Excellent knowledge of processes to import / export electronic data.
• Ability to lead a project team.

Interpersonal Skills

• Communications occur on a daily basis with employees within immediate work area and department manager and customers/clients and on a weekly or monthly basis with suppliers/contractors students/trainees and internal corporate executives. The most significant contact is with department employees regarding outstanding issues projects and status updates as well as the manager.
• A range of interpersonal skills are used to collaborate with departments/committees participate in interviews communicate system training/requests respond to inquiries listen to team members/departments resolve conflicts from external and internal sources (e.g. frustration with technology).

Physical Visual and Auditory Concentration

• Physical effort may include constant fine finger/precision work and sitting for extended periods of time. Travel may be occasionally required.
• Visual concentration may include constant computer use verifying data creating/responding to surveys researching and auditing reports on a daily basis.
• Auditory concentration may include listening to requests during meetings.

Complexity

• Tasks vary in complexity with some tasks having defined guidelines and procedures and others requiring creative problem definition. Typical complexities relate to business cases and responding to questions. Creative problem solutions may be required when implementing best practices or recommending process improvements.
• Problems tend to require referring to manuals training materials websites colleagues managers and team members. A typical problem may be an issue with a process not calculating correctly running reports from the system when all of the information is not queried accurately and system problems/issues.

Accountability and Decision-Making

• Incumbents generally have the authority to provide guidance and advice regarding work procedures and software applications. This position is generally authorized to make recommendations regarding E-HR initiatives and make decisions regarding determining priority of projects or implementation creating HR vision and designing training plans and resources for projects.
• Requires formal approval for project budgets approving draft procedures and developing resource allocation for the department and projects.

Impact

• Generally has impact within and outside the department and occasionally external to the organization and on customers/clients. Errors are generally identified by computerized system / process employee manager or someone else within the organization. The most significant impacts are on employees because if information is incorrect in the system it could result in the employee receiving the wrong compensation.

• Additionally may impact ability to obtain information in a timely manner. The most significant impacts are on employees in the HR department because of work performed with E-HR system.

Development and Leadership of Others

• Not directly responsible for supervision of staff.
• May be required to provide guidance to other employees be a project leader and act as a professional/technical mentor.

Environmental Working Conditions

• Works in a typical office environment

We thank all candidates who show interest in this position. Only candidates selected for interview will be contacted.