Best HRIS Administrator Job Description Template

Human resources data systems administrators (or HRIS administrators) are proficient workers who work in a number of fields. They help with the technical facets of recordkeeping, database management, and monitoring employees. HRIS administrators typically do the job for a single institution full time during regular office hours, but they may also be independent contractors working for many different organizations. The activities performed by HRIS administrators incorporate the development, building, testing, and implementation of human resources databases and tools, in addition to evaluating the security of human resources information; they are also accountable for cleaning and standardizing worker data, troubleshooting and analyzing technical problems, creating and maintaining scheduled employee data reports, and counseling management on new technological developments.

 

Qualifications required for HRIS administrator places typically comprise a bachelor's degree in a human resources- or information technology-related discipline, as well as two or three years of experience in database administration. A master's degree in a related discipline can be favored and can often substitute for one year of job experience within the field. HRIS administrators should have solid computer skills, knowledge of benefits and payroll laws and processes, and also the ability to understand technical documentation. They also require database management skills and the ability to operate independently and in a team, for collaboration on and presentation of data and reports.

 

Human Resources Information Systems (HRIS) Administrator Tasks

Create, track and update human resources data systems, including systems that are hiring.

Create and update user instructions and documentation.

Create and track dashboards, metrics and automated data feeds and reporting.

Update and alter job postings, account logins, permissions, ongoing reports and safety measures.

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An entry-level Human Resources Information Systems (HRIS) Administrator with less than one year experience can expect to make an average total compensation (includes tips, incentive, and overtime pay) of 48,484 according to 6 wages. An ancient career Human Resources Information Systems (HRIS) Administrator with 1-4 decades of experience earns an average total compensation of $55,076 according to 59 salaries. A seasoned Human Resources Information Systems (HRIS) Administrator with 10-19 decades of experience earns an average total compensation of $69,837 based on 28 wages. In their late career (20 Decades and higher), workers earn an average total compensation of $77,670

 

The info on this page will usually apply to all professions in this class but may not expressly apply for this profession title.

 

The Human Resource Information System (HRIS) administrator is going to probably be the point of entry for many data entry for staffing management and organizational management information and main point of contact for local human resource personnel with issues and questions linked to the data within HRMS. The company will have a clear and thorough comprehension of worker information, policies and processes and a strong customer service focus.

This job will be responsible for supporting operations with questions regarding data, type completion, reporting, self explanatory, and documentation for all local human resource personnel and other surgeries with information reporting needs.

The incumbent will organize HRIS activities with local human resource personnel. This post reports directly to the Director of HRIS.

 

KEY RESPONSIBILITIES:

The HRIS Administrator will be responsible for the overall integrity of their data in the HRMS system. The administrator will be a subject expert for local human resource personnel, working closely together to ensure appropriate forms and processes are followed.

Is accountable for entering and auditing all information for their assigned entities within COMPANY System (i.e. organizing and processing new hires, employee change notices, transfers, terminations and/or updates to employee records, payroll details, etc.). This job is responsible for supporting the creation and modification of reports to support company operations.

Keep abreast of new human resource policies that may affect HRMS system reports and information maintenance. This includes understanding of local and system policies and procedures, such as union contracts.

The administrator can assist in the review, analyzing, recording, and implementation of system enhancements and upgrades. System enhancements and updates affect other modules inside Kronos as well as outside applications interfacing with Kronos for example benefits administration, recruitment, finance, payroll, resource management (Ansos/Laborlytics), compliance, dashboards, and IT on-boarding applications.

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REQUIRED KNOWLEDGE & SKILLS:

Outstanding proficiency in MS Office (particularly Excel)

Strong attention to detail

Excellent customer service and communications skills, both written and verbal

HRIS experience, preferably in Kronos

Knowing of citizenship policies and practices

Ability to work with all levels within the organization

Must be able to operate independently, in Addition to part of a staff

Proven analytical and research skills with a demonstrated ability to identify problems and systematically gather data, identify root causes, and speech data integrity issues

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Ability to handle multiple tasks and projects effectively; should have strong organizing and prioritizing skills

Best HRIS Administrator Job Description Template

Human resources data systems administrators (or HRIS administrators) are proficient workers who work in a number of fields. They help with the technical facets of recordkeeping, database management, and monitoring employees. HRIS administrators typically do the job for a single institution full time during regular office hours, but they may also be independent contractors working for many different organizations. The activities performed by HRIS administrators incorporate the development, building, testing, and implementation of human resources databases and tools, in addition to evaluating the security of human resources information; they are also accountable for cleaning and standardizing worker data, troubleshooting and analyzing technical problems, creating and maintaining scheduled employee data reports, and counseling management on new technological developments.

 

Qualifications required for HRIS administrator places typically comprise a bachelor's degree in a human resources- or information technology-related discipline, as well as two or three years of experience in database administration. A master's degree in a related discipline can be favored and can often substitute for one year of job experience within the field. HRIS administrators should have solid computer skills, knowledge of benefits and payroll laws and processes, and also the ability to understand technical documentation. They also require database management skills and the ability to operate independently and in a team, for collaboration on and presentation of data and reports.

 

Human Resources Information Systems (HRIS) Administrator Tasks

Create, track and update human resources data systems, including systems that are hiring.

Create and update user instructions and documentation.

Create and track dashboards, metrics and automated data feeds and reporting.

Update and alter job postings, account logins, permissions, ongoing reports and safety measures.

Hire Best Talent Across the Globe Just By Clicking Here

 

An entry-level Human Resources Information Systems (HRIS) Administrator with less than one year experience can expect to make an average total compensation (includes tips, incentive, and overtime pay) of 48,484 according to 6 wages. An ancient career Human Resources Information Systems (HRIS) Administrator with 1-4 decades of experience earns an average total compensation of $55,076 according to 59 salaries. A seasoned Human Resources Information Systems (HRIS) Administrator with 10-19 decades of experience earns an average total compensation of $69,837 based on 28 wages. In their late career (20 Decades and higher), workers earn an average total compensation of $77,670

 

The info on this page will usually apply to all professions in this class but may not expressly apply for this profession title.

 

The Human Resource Information System (HRIS) administrator is going to probably be the point of entry for many data entry for staffing management and organizational management information and main point of contact for local human resource personnel with issues and questions linked to the data within HRMS. The company will have a clear and thorough comprehension of worker information, policies and processes and a strong customer service focus.

This job will be responsible for supporting operations with questions regarding data, type completion, reporting, self explanatory, and documentation for all local human resource personnel and other surgeries with information reporting needs.

The incumbent will organize HRIS activities with local human resource personnel. This post reports directly to the Director of HRIS.

 

KEY RESPONSIBILITIES:

The HRIS Administrator will be responsible for the overall integrity of their data in the HRMS system. The administrator will be a subject expert for local human resource personnel, working closely together to ensure appropriate forms and processes are followed.

Is accountable for entering and auditing all information for their assigned entities within COMPANY System (i.e. organizing and processing new hires, employee change notices, transfers, terminations and/or updates to employee records, payroll details, etc.). This job is responsible for supporting the creation and modification of reports to support company operations.

Keep abreast of new human resource policies that may affect HRMS system reports and information maintenance. This includes understanding of local and system policies and procedures, such as union contracts.

The administrator can assist in the review, analyzing, recording, and implementation of system enhancements and upgrades. System enhancements and updates affect other modules inside Kronos as well as outside applications interfacing with Kronos for example benefits administration, recruitment, finance, payroll, resource management (Ansos/Laborlytics), compliance, dashboards, and IT on-boarding applications.

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REQUIRED KNOWLEDGE & SKILLS:

Outstanding proficiency in MS Office (particularly Excel)

Strong attention to detail

Excellent customer service and communications skills, both written and verbal

HRIS experience, preferably in Kronos

Knowing of citizenship policies and practices

Ability to work with all levels within the organization

Must be able to operate independently, in Addition to part of a staff

Proven analytical and research skills with a demonstrated ability to identify problems and systematically gather data, identify root causes, and speech data integrity issues

Hire Best Talent Across the Globe Just By Clicking Here

Ability to handle multiple tasks and projects effectively; should have strong organizing and prioritizing skills

Top-3 HRIS Manager Job Description Template

 

What's an HRIS Manager?

 

What do they really perform? Who do they report to? What departments do they utilize? Should we use somebody to perform the role/can we instruct someone to do the position?

They handle all things related to an organisation's HR System. They are the primary contact to deal with anything relating to the HR software system.

 

Additionally, the work holder might well be responsible for training personnel to use the machine and are then go to person if there are any queries from departmental managers (for instance, if they are struggling with any component of the software).

 

An HRIS supervisor is going to have a significant part in the setup and running of HR software, in addition to the maintaining of it. Additionally, this person could be responsible for the safety of this system and some other information issues; although this may well be shared with all the IT departments.

 

Being the individual having the most knowledge on the system, they may further be tasked with creating it as needs change (e.g. including more storage capacity or locating a replacement method if additional performance is needed ).

 

It is most likely that the project holder will sit at the HR team and work closely with them but will also work in conjunction with department managers and the IT team. They may well report to the HR manager or HR director. Having a good rapport with the software supplier is also important, so that they are sometimes on-hand if there are any problems or if you want to modify the machine in some way.

 

In case a business has somebody who's pleased to manage and preserve any of the HR or IT bundles that are used from the HR team they then are a fantastic alternative for the HRIS supervisor function. Alternatively, there may be someone in your current team that wishes to grow in the role of HRIS manager. In the latter case, fantastic excellent training should be accessible from your present HR program provider and this can help someone who is in the company to receive completely trained about how to use this machine.

 

Initial training ought to be organized from the minute you place the order to obtain the machine but you need to explore the possibility and cost of additional training in-case you require it in the long run or opt to incorporate new modules at a later date (if you've got a system that allows for it, for example Simply Personnel). That way, any new modules which are added can be employed to their full potential almost straight away, as you'll have the ability to book a training session quickly.

 

Instead, should you not need the expense of instruction or the section is so busy that you will need to employ somebody in the role who has the present knowledgebase, the best option is to recruit somebody fresh.

 

A HRIS manager can be an entirely separate and specialised role in the HR team or their duties could sit with someone who has additional HR duties.

 

What's an HRIS analyst?

 

An HRIS analyst manages the exceptional position of being the IT and data specialist in the HR area. The HRIS analyst works with the Organization's Human Resources Information System (HRIS). The HRIS is a method used to accumulate and store data on an organization's employees.

 

The HRIS analyst is responsible for maintaining the system, implementing (procedure ) enhancements, ensuring data quality, and assessing and reporting on the information in the HRIS. The HRIS analyst is also frequently the go-to subject matter specialist for the system used in the business.

 

HRIS analyst job description

 

The HRIS analyst has a large array of responsibilities which can differ per organization.

 

The HRIS analyst is responsible for preserving and upgrading systems. With the rapid evolution of technology, keeping systems up to date requires a growing amount of time.

 

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So as to do so, the HRIS analyst needs to be able to interpret business objectives and user needs into clearly written technical requirements. These business objectives may arise from the front-line of their organization, finance, HR, or other providers. Traditionally, the management of payroll plays a valuable role in the HRIS analyst's job.

 

Besides safeguarding business demands, the HRIS analyst should be able to execute these conditions to existing systems or assist in choosing additional point solutions which help solve these business problems. These developments are usually process-related improvements or policy changes which help to make the system more effective or optimize the consumer experience.

 

These solutions may be implemented at the existing HRIS, or via point solutions. Where an HRIS manages many different HR procedures, stage solutions help solve specific problems. They're a terrific tool to fix an issue or implement a new service immediately.

 

The HRIS analyst should also be able to handle software implementation projects. IT project management expertise is consequently either a requirement or an incentive. The HRIS can implement new HRIS modules or purpose solutions and incorporate them into the bigger HR software landscape.

Hire Best Talent Across the Globe Just By Clicking Here

Along with the above, the HRIS analyst functions as the point of contact for queries regarding the HRIS.

 

Example job description

An example job description would look something like this. Of course, this ought to be adapted to the specifics of the organization.

 

Translate business objectives and user needs into clearly written technical demands

Evaluate HR systems to identify points of advancement

IT project management experience to successfully implement developments

Partner with internal stakeholders to develop technology solutions that help to automate and streamline (new) HR processes

Implement process improvements and policy changes made to enhance efficiency and the consumer experience with the system

Serve as the go-to subject matter specialist for the machine used in the business (e.g., Workday, Oracle, SAP)

Function as a system administrator for HR systems and applications

Ensuring security, end-user access, and data integrity across all HR platforms

Use HR, finance and IT to maintain and enhance the HRIS, including configuration, end-user accessibility, security, and system efficiency

Supports critical system maintenance and operational tasks within the HRIS

Interestingly, very few job descriptions comprise anything about analytics & reporting. Even though these functionalities are usually built-in, this is not the use of this HRIS analyst. Their role is more of a system admin, ensuring accessibility, data integrity, and data protection.

 

Learn How to Drive Strategic Impact Throughout Fact-Based HR Decisions

 

HRIS analyst qualification

 

The required qualification for your HRIS analyst will fluctuate based on the exact job description, the seniority of the role, and IT and project management practices at the organization. However, there are a few core qualifications for any HRIS analyst that are commonly found in a job description.

 

A bachelor's (or master's) degree in Information Technology, computer sciences, or related fields

X years of HRIS/HR system support experience required

Work experience with the HRIS utilized in the company (e.g., Workday, Oracle, SAP) is a plus

Expertise in working in an agile delivery surroundings

Must understand that the system development life cycle procedure

Well-developed social and communication skills

Ability to work interdependent and as part of a staff

HRIS analyst salary

 

The HRIS analyst's wages range is different based on place and seniority.

 

By way of example, a junior HRIS analyst in New York (NY) will have a salary ranging between $61,589 and $80,033, according to salary.com, even though a senior HRIS analyst could make between $97,695 and $127,670. Wages for the same functions in Oregon (IL) ranges between $50,142 and $65,158 and between $79,537 and $103,940 respectively.

 

HRIS analyst certificate

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There are a couple HRIS analyst certification providers, the best known being the Human Resource Information Professional Certification (HRIP) provided from the International Association of Human Resource Information Management (IHRIM). For a full list of all HRIS certificates, check this article.

 

In the Academy to Innovate HR (AIHR) we also provide classes pertinent to HRIS professionals, especially regarding the identification of industry issues, basic HR information analysis and visualization in Excel and Power BI, and innovative HR data science in R. These courses are highly applicable for the HRIS analyst seeking to improve their business acumen, data analytics, and coverage skillset.

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FAQ

 

What is an HRIS analyst?

The HRIS analyst translates company objectives into system requirements to optimize processes, enhance efficiency and improve the user experience with the machine. The HRIS analyst is responsible for executing these modifications and is the go-to expert for the local HRIS (e.g., Workday, Oracle, SAP).

 

Exactly what does an HRIS analyst do?

The HRIS analyst translates company aims into system requirements and implements those. This involves optimizing the efficiency or consumer experience of the HRIS or implementing new technical solutions. The HRIS analyst is also the go-to subject matter expert for its HR system used in the organization and works with various stakeholders to maximize HRIS configuration.

Click Here To Get the Original Source

Other requirements include IT project management skills, experience in agile methods and understanding of system development life cycle procedures.

Top-3 HRIS Manager Job Description Template

 

What's an HRIS Manager?

 

What do they really perform? Who do they report to? What departments do they utilize? Should we use somebody to perform the role/can we instruct someone to do the position?

They handle all things related to an organisation's HR System. They are the primary contact to deal with anything relating to the HR software system.

 

Additionally, the work holder might well be responsible for training personnel to use the machine and are then go to person if there are any queries from departmental managers (for instance, if they are struggling with any component of the software).

 

An HRIS supervisor is going to have a significant part in the setup and running of HR software, in addition to the maintaining of it. Additionally, this person could be responsible for the safety of this system and some other information issues; although this may well be shared with all the IT departments.

 

Being the individual having the most knowledge on the system, they may further be tasked with creating it as needs change (e.g. including more storage capacity or locating a replacement method if additional performance is needed ).

 

It is most likely that the project holder will sit at the HR team and work closely with them but will also work in conjunction with department managers and the IT team. They may well report to the HR manager or HR director. Having a good rapport with the software supplier is also important, so that they are sometimes on-hand if there are any problems or if you want to modify the machine in some way.

 

In case a business has somebody who's pleased to manage and preserve any of the HR or IT bundles that are used from the HR team they then are a fantastic alternative for the HRIS supervisor function. Alternatively, there may be someone in your current team that wishes to grow in the role of HRIS manager. In the latter case, fantastic excellent training should be accessible from your present HR program provider and this can help someone who is in the company to receive completely trained about how to use this machine.

 

Initial training ought to be organized from the minute you place the order to obtain the machine but you need to explore the possibility and cost of additional training in-case you require it in the long run or opt to incorporate new modules at a later date (if you've got a system that allows for it, for example Simply Personnel). That way, any new modules which are added can be employed to their full potential almost straight away, as you'll have the ability to book a training session quickly.

 

Instead, should you not need the expense of instruction or the section is so busy that you will need to employ somebody in the role who has the present knowledgebase, the best option is to recruit somebody fresh.

 

A HRIS manager can be an entirely separate and specialised role in the HR team or their duties could sit with someone who has additional HR duties.

 

What's an HRIS analyst?

 

An HRIS analyst manages the exceptional position of being the IT and data specialist in the HR area. The HRIS analyst works with the Organization's Human Resources Information System (HRIS). The HRIS is a method used to accumulate and store data on an organization's employees.

 

The HRIS analyst is responsible for maintaining the system, implementing (procedure ) enhancements, ensuring data quality, and assessing and reporting on the information in the HRIS. The HRIS analyst is also frequently the go-to subject matter specialist for the system used in the business.

 

HRIS analyst job description

 

The HRIS analyst has a large array of responsibilities which can differ per organization.

 

The HRIS analyst is responsible for preserving and upgrading systems. With the rapid evolution of technology, keeping systems up to date requires a growing amount of time.

 

FREE STEP-BY-STEP GUIDE

 

Diversity & Inclusion

Survey Guide

Diversity & Inclusion is a demonstrated benefit to a company. Obtain your free survey manual to help identify inclusivity blind areas that may affect your workers and your overall Company

 

So as to do so, the HRIS analyst needs to be able to interpret business objectives and user needs into clearly written technical requirements. These business objectives may arise from the front-line of their organization, finance, HR, or other providers. Traditionally, the management of payroll plays a valuable role in the HRIS analyst's job.

 

Besides safeguarding business demands, the HRIS analyst should be able to execute these conditions to existing systems or assist in choosing additional point solutions which help solve these business problems. These developments are usually process-related improvements or policy changes which help to make the system more effective or optimize the consumer experience.

 

These solutions may be implemented at the existing HRIS, or via point solutions. Where an HRIS manages many different HR procedures, stage solutions help solve specific problems. They're a terrific tool to fix an issue or implement a new service immediately.

 

The HRIS analyst should also be able to handle software implementation projects. IT project management expertise is consequently either a requirement or an incentive. The HRIS can implement new HRIS modules or purpose solutions and incorporate them into the bigger HR software landscape.

Hire Best Talent Across the Globe Just By Clicking Here

Along with the above, the HRIS analyst functions as the point of contact for queries regarding the HRIS.

 

Example job description

An example job description would look something like this. Of course, this ought to be adapted to the specifics of the organization.

 

Translate business objectives and user needs into clearly written technical demands

Evaluate HR systems to identify points of advancement

IT project management experience to successfully implement developments

Partner with internal stakeholders to develop technology solutions that help to automate and streamline (new) HR processes

Implement process improvements and policy changes made to enhance efficiency and the consumer experience with the system

Serve as the go-to subject matter specialist for the machine used in the business (e.g., Workday, Oracle, SAP)

Function as a system administrator for HR systems and applications

Ensuring security, end-user access, and data integrity across all HR platforms

Use HR, finance and IT to maintain and enhance the HRIS, including configuration, end-user accessibility, security, and system efficiency

Supports critical system maintenance and operational tasks within the HRIS

Interestingly, very few job descriptions comprise anything about analytics & reporting. Even though these functionalities are usually built-in, this is not the use of this HRIS analyst. Their role is more of a system admin, ensuring accessibility, data integrity, and data protection.

 

Learn How to Drive Strategic Impact Throughout Fact-Based HR Decisions

 

HRIS analyst qualification

 

The required qualification for your HRIS analyst will fluctuate based on the exact job description, the seniority of the role, and IT and project management practices at the organization. However, there are a few core qualifications for any HRIS analyst that are commonly found in a job description.

 

A bachelor's (or master's) degree in Information Technology, computer sciences, or related fields

X years of HRIS/HR system support experience required

Work experience with the HRIS utilized in the company (e.g., Workday, Oracle, SAP) is a plus

Expertise in working in an agile delivery surroundings

Must understand that the system development life cycle procedure

Well-developed social and communication skills

Ability to work interdependent and as part of a staff

HRIS analyst salary

 

The HRIS analyst's wages range is different based on place and seniority.

 

By way of example, a junior HRIS analyst in New York (NY) will have a salary ranging between $61,589 and $80,033, according to salary.com, even though a senior HRIS analyst could make between $97,695 and $127,670. Wages for the same functions in Oregon (IL) ranges between $50,142 and $65,158 and between $79,537 and $103,940 respectively.

 

HRIS analyst certificate

Became an Employer and Enjoy Exclusive Features and Candidate Match Score

 

There are a couple HRIS analyst certification providers, the best known being the Human Resource Information Professional Certification (HRIP) provided from the International Association of Human Resource Information Management (IHRIM). For a full list of all HRIS certificates, check this article.

 

In the Academy to Innovate HR (AIHR) we also provide classes pertinent to HRIS professionals, especially regarding the identification of industry issues, basic HR information analysis and visualization in Excel and Power BI, and innovative HR data science in R. These courses are highly applicable for the HRIS analyst seeking to improve their business acumen, data analytics, and coverage skillset.

Register to Post Jobs and Hire Best Talent Today

FAQ

 

What is an HRIS analyst?

The HRIS analyst translates company objectives into system requirements to optimize processes, enhance efficiency and improve the user experience with the machine. The HRIS analyst is responsible for executing these modifications and is the go-to expert for the local HRIS (e.g., Workday, Oracle, SAP).

 

Exactly what does an HRIS analyst do?

The HRIS analyst translates company aims into system requirements and implements those. This involves optimizing the efficiency or consumer experience of the HRIS or implementing new technical solutions. The HRIS analyst is also the go-to subject matter expert for its HR system used in the organization and works with various stakeholders to maximize HRIS configuration.

Click Here To Get the Original Source

Other requirements include IT project management skills, experience in agile methods and understanding of system development life cycle procedures.