CITY OF OVERLAND PARK - POSITION DESCRIPTION

JOB SUMMARY STATEMENT: Provides human capital services for an inclusive Overland Park workforce for both current and prospective employees through compliant programs and policies. Performs administrative duties in support of the maintenance of employee electronic records, including personnel status updates, terminations, and new hires. Assist in the collection of employee information for reports and statistical research. Enter employee data into HRIS. Ensures that Human Resources staff and departmental representatives are properly informed of the functions and use of computer systems used within Human Resources.

DUTIES AND RESPONSIBILITIES:

HR Technology and Website

 Assists with system testing for patches and upgrades, including documentation and training

 Documents business processes and operational rules as they relate to HRIS

 Monitors and maintains system security for various classes of users or for the HRIS

 Develops queries for HR metrics, public records requests, and requests from HR and the campus community

 Coordinates with computer services staff to maintain and refresh databases when necessary

 Identifies communication needs related to HRIS and programs including, but not limited to, forms, processes, and use of systems

 Serves as the back-up for maintenance of the HR website

 Provide technical expertise and assistance in designing, testing, and deploying applications and new Infor enhancements

 Provide support to payroll team in troubleshooting absence and time tracking issues

 Collaborate with partners and developers to update integrations to our benefit providers

 Translate new HR policies and business requirements into creative and effective technical/functional designs, then drive the implementation of those solutions from end-to-end.

 Collaborate with IT, HR, HRIS and Payroll teams to create test plans, analyze test cases, and identify issues and escalate them to appropriate teams.

 Partner with Payroll and HR teams to analyze current business processes. Recommend and implement new and improved processes to reduce redundancies and manual work and automate functions where possible

 Manage Infor upgrades: Coordinate with the Payroll Lead and HRIS support on system updates and upgrades. Participate in evaluation of new system features, determine appropriate test scenarios, enter test data, evaluate test results, and submit go/no go recommendations.

 Create reports for bonus accrual calculations and other compensation related items

 Review reporting processes to determine where automation and efficiencies can be implemented

 Support compensation plan design and configuration within Infor

 Assist with international time keeping system implementation

HR Technology Training

 Facilitates and trains employees as super-users and trainers to employees outside of the HR function

 Develops and assists HR areas with web courses

The employee must work the days and hours necessary to perform all assigned responsibilities and tasks. Must be available (especially during regular business hours or shifts) to communicate with subordinates, supervisors, customers, vendors and any other persons or organization with which interaction is required to accomplish work and employer goals.

The employee must be punctual and timely in meeting all requirements of performance, including, but not limited to, attendance standards and work deadlines; beginning and ending assignments on time; and scheduled work breaks; where applicable.

GENERAL QUALIFICATIONS

EDUCATION & SPECIAL LICENSE(S)/CERTIFICATIONS:

Bachelor's degree in business administration, personnel management, or a related field of study; Masters preferred, or an equivalent combination of work experience and formal education.

EXPERIENCE:

0+ years of relevant work experience

Work is closely supervised

Problems faced are not typically difficult or complex

Explains facts, policies and practices related to job area

SKILLS:

Working knowledge of windows-based database, presentation, spreadsheet and word-processing software applications.

Phone skills.

Analytical skills.

Attention to detail.

Good oral and written communication skills.

Basic mathematical and accounting skills.

Budget related skills.

Good listening skills.

Project management and organizational skills.

Time management skills.

Report generation skills.

Human relations/interpersonal skills

Facilitation skills.

Presentation skills.

Problem solving.

Knowledge of PeopleSoft HRIS software system. Must be able to write queries to extract and report data in a usable format.

Knowledge of PeopleSoft table set-up and security system

MENTAL REQUIREMENTS:

Ability to read and comprehend state and federal regulations.

Ability to understand technical on-line payroll systems.

Ability to understand accounting and payroll concepts.

Ability to recognize and protect confidential data.

Ability to analyze problems and recommend solutions.

Ability to interpret city policies and use discretion in extending access to information.

Ability to train and guide others.

Alpha and numeric recognition.

Ability to work in an environment with constant interruptions.

Ability to compose letters, reports, and other documents.

Ability to exhibit diplomacy and judgment.

Ability to carry out assignments through oral and written instructions.

Ability to comprehend relational database principles.

Ability to learn and understand PC software applications.

Abstract and logical reasoning.

Ability to meet deadlines.

Ability to prioritize multiple tasks.

Ability to work independently.

PHYSICAL REQUIREMENTS:

Ability to make and receive phone calls.

Ability to distinguish colors

Ability to sit at computer terminal for an extended period of time.

Hand and eye coordination adequate to input data into computer and operate adding machine, typewriter, calculator, copier, and sealer.

SUPERVISORY RESPONSIBILITY (Direct & Indirect):

None.

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.