HR Business Analyst

Reporting to the Associate Director, HR Operations and Systems, the HR Business Analyst is responsible for supporting the optimization of the EIS (Employee Information System) and application support for the other secondary technology systems specific to the HR department. This role will provide regular reporting and data, and manage routine and ad hoc system security and configuration changes.

• Post-secondary degree/diploma in Business Administration, Computer Science or Human Resources.

• Minimum 5 years municipal experience with various ERP and HRIS applications required; with a preference to demonstrated experience with PeopleSoft, UKG Kronos, SSRS preferred.
• Minimum 5 years’ general experience in HRIS reporting within an organization with multiple collective agreements preferred.
• CHRL, CPM, CBAP or similar designation preferred.
• Experience working in a human resources and/or payroll multi-union environment including with related policy and all legislation is required.
• Data compilation, reporting, analytics, trend and forecast analysis required
• Advanced proficiency in MS office tools, particularly advanced user in Excel
• Working knowledge of project management and lean methodologies
• Ability to develop and deliver functional user training sessions

• Manages HRIS changes, routine security and configuration changes are implemented.
• Updates and maintains required HRIS system configuration changes.
• Leads the daily maintenance of all systems
• Initial contact for HR application troubleshooting
• Assesses impacts of legislative, policy and collective agreement changes
• Makes recommendations on upgrades/improvements of current systems, leading the daily maintenance of all systems, and managing vendor support relationships.

Provides payroll back end and audit reporting for the purposes of submitting payments for source deductions, garnishments, general ledger reporting and reconciliations and other routine cyclical reporting and payment requirements. (25% of time)

• Supports the regular and ongoing needs on the back end of the regular payroll cycle to ensure all remittances and garnishments are identified, reported, reconciled and reimbursements completed.

• Supports, researches and answers multi-faceted queries, analysis and interpretation of the data to support leaders, operational decision makers, and stakeholders that are dependent on human capital data for core business deliverables.
• Provides human capital reports for corporate financial analysis, and/or that analyze and identify people trends, metrics, key performance indicators and compiles benchmark data for Human Resources to be leveraged in strategic decision making.
• Translates and communicates technical information to management, HR/ES and clients to support business decision-making.
• Audits various HRIS tables and related data entry to ensure required functionality and report capability is being met within the HRIS (i.e. Security Audits).
• Provides routine scheduled and ad hoc internal reports (i.e. SSRS, PeopleSoft queries, etc.) to analyze human capital and payroll related data for forecasting, benchmarking, trending, etc. as required.
• Maintains statistical data bases, generate reports and summaries as required.

• Coordinates and supports project activities, providing back-up support to manager/Senior HR Business Analyst in planning, coordinating, communicating, and executing projects.
• Participates in decision-making processes that impact the execution of operations (i.e. collective agreements, negotiations, legislation changes, policy/procedure changes, etc.), providing operational expertise.
• Provides consultation on HR technical and operational impacts on projects that impact the delivery of HR services to the organization.
• Acts as a support/liaison in cross-departmental initiatives.

• In accordance with the Corporate Criminal Record Check Policy, the position requires the incumbent to undergo a Criminal Records Check and submit a Canadian Police Clearance Certificate.
• Regional staff strive to enable the strategic priorities of council and the organization through the completion of their work. Staff carry out their work by demonstrating the corporate values.