JOB CODE:       6271-6275                                 FUNCTIONAL:            Human Resources

JOB TITLE:      HRIS Analyst                             SUBFUNCTIONAL:     Human Resources

PRIMARY RESPONSIBILITY:

HRIS Analyst (Levels 1 through 5): Responsible for the development, implementation and maintenance of human resource information systems (HRIS) associated with the collection, retrieval, accessibility and usage of employee information for Human Resource department planning and activities. Maintains internal database files and tables and develops custom reports to meet the requirements of Human Resource management and staff. Works with Human Resources personnel to evaluate HRIS software and hardware needs and may design new or modify existing HRIS to meet changing demands. Often works with payroll and its personnel to coordinate retrieval and reporting functions. May serve as HR department liaison to MIS/IT function. Survey Tip: Employees whose primary responsibility is entry of transactions, data manipulation or production of standard reports should be matched to Administrative Support - Human Resources (9201-9204) or Data Ops Support (9431-9434).

NOTE: This job has been placed in a professional category for orientation purposes only. This placement should not be considered a recommendation from Radford Surveys concerning employee exemption status. Participants are reminded to apply appropriate FLSA salary and duties tests to determine overtime eligibility. Do not rely upon job title or reported market practices for guidance.

LEVELING REQUIREMENTS:

Level 1:

·          KNOWLEDGE: Learns to use professional concepts.  Applies company policies and procedures to resolve routine issues.            

·          JOB COMPLEXITY:  Works on problems of limited scope.  Follows standard practices and procedures in analyzing situations or data from which answers can be readily obtained.  Contact with others is primarily internal.

·          SUPERVISION:  Normally receives detailed instructions on all work.

·          EXPERIENCE:  Typically requires no previous professional experience.

Level 2:

·          KNOWLEDGE:  Uses professional concepts; applies company policies and procedures to resolve a variety of issues.               

·          JOB COMPLEXITY:  Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors.  Exercises judgment within defined procedures and practices to determine appropriate action.  Has internal and some external contacts.

·          SUPERVISION:  Normally receives general instructions on routine work, detailed instructions on new projects or assignments.

·          EXPERIENCE:  Typically requires a minimum of 2 years of related experience.  In some companies, the requirement will be less.

Level 3:

·          KNOWLEDGE:  Uses skills as a seasoned, experienced professional with a full understanding of industry practices and company policies and procedures; resolves a wide range of issues in imaginative as well as practical ways.  This job is the fully qualified, career-oriented, journey-level position.

·          JOB COMPLEXITY:  Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors.  Demonstrates good judgment in selecting methods and techniques for obtaining solutions.  Interacts with senior internal and external personnel.  

·          SUPERVISION:  Normally receives little instruction on day-to-day work, general instructions on new assignments.

·          EXPERIENCE:  Typically requires a minimum of 5 years of related experience.  In some companies, the requirement will be less.

Level 4:

·          KNOWLEDGE:  Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Some barriers to entry exist at this level (i.e., dept/peer review).       

·          JOB COMPLEXITY:  Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors.  Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Internal and external contacts often pertain to company plans and objectives.

·          SUPERVISION:  Determines methods and procedures on new assignments, and may provide guidance to other personnel.

·          EXPERIENCE:  Typically requires a minimum of 8 years of related experience.  In some companies, the requirement will be less.  At this level, graduate coursework may be desirable.

Level 5:

·          KNOWLEDGE:  Having broad expertise or unique knowledge, uses skills to contribute to development of company objectives and principles and to achieve goals in creative and effective ways.  Barriers to entry such as technical committee review exist at this level.

·          JOB COMPLEXITY:  Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles.  Exercises independent judgment in methods, techniques and evaluation criteria for obtaining results.  Contacts pertain to significant matters often involving coordination among groups.

·          SUPERVISION:  Acts independently to determine methods and procedures on new or special assignments.  May supervise the activities of others.

·          EXPERIENCE: Typically requires a minimum of 12+ years of related experience.  In some companies, the requirement will be less.  At this level, graduate coursework may be expected.