The Cystic Fibrosis Foundation - the world's leader in the search for a cure for cystic fibrosis, and one of the most innovative organization of its kind - is seeking a Senior HRIS Analyst to work in the National Office in Bethesda, MD.
A nonprofit, donor supported organization, the Cystic Fibrosis Foundation (CFF) is the world's leader in the search for a cure for cystic fibrosis (CF), a life-threatening genetic disease that primarily affects the lungs and digestive system. Established in 1955 as the National Cystic Fibrosis Research Foundation (NCFRF) by parents and families of CF patients, the Foundation now consists of 700+ employees, a nationwide network of 120 care centers and best-in class research centers, as well as 54 local chapters (over 70 offices) that strive to fund lifesaving research and provide access to quality, specialized care and effective treatments for people with CF.
The Senior HRIS Analyst plans and directs the establishment and ongoing administration of Human Resources Information Systems to support short- and long-range Human Resources goals. 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 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. This position will serve as HR department liaison to MIS/IT function. Manages relationships with software and hardware vendors and ensures the development of proper training and documentation for system use and maintenance.
This position will be the lead on HRIS system and process improvement projects involving all CFF HR systems and applications (currently ADP, Taleo and Mzinga).
- Strategic Planning: define HR Technology strategy and roadmap aligning with business needs partnering with key HR leaders and stakeholders.
- Solution Development: hunt for big ideas that identify and solve important HR problems and move beyond incremental features to a complete end-to-end solution. Stay current on HR technology and trends, bringing new ideas to HR.
- Solution Delivery and Support: Deliver and support solutions supporting all HR functional disciplines including Compensation, Benefits, Payroll, Talent Management, Learning and Development and Talent Acquisition.
- Provides production support, including but not limited to: configuration, front-end administration, account provisioning/deprovisioning, end-user support, training, researching and resolving HRIS problems, unexpected results or process flaws; managing and monitoring scheduled activities and integrations; recommending solutions or alternate methods to meet requirements.
- Manage system maintenance, including but not limited to the review, testing, documentation and scheduling of HRIS system upgrades and patches. Collaborates with vendors and functional and technical staff to coordinate application of upgrades or patches.
- Generates reports/queries, including writing maintaining and supporting a variety of reports or queries utilizing appropriate reporting tools. Assists in development of standard reports for ongoing customer needs. Helps maintain data integrity in systems by running queries and analyzing data.
- Process Improvement: recommend process improvements to streamline and provide efficiencies through automation and process redesign.
- Project Management: lead through process excellence and demonstrate effective project management skills in navigating likely risks and implement mitigation plans.
- Project Portfolio Management: provide oversight and structure to HRIS projects with an objective to ensure repeatable project success through organizing projects in a structured portfolio, providing methods, processes and tools to plan, execute and monitor projects. Define project objectives, deliverables and scope. Include areas such as business case (ROI), work plan, schedule, budget, resource plan, communication plan, change plan, and risk plan.
- Cross-Functional/Vendor Partnerships: partner effectively with the IT team to guide requirements, set-up and development requirements. This includes the ability to speak to technical aspects of the system and work with technical team members through the detailed design phase to ensure proper current and future interpretation of business requirements. Partner with other stakeholders/partners/vendors to plan, manage, execute and monitor projects. Work with IT / vendors to estimate, implement, and build the right features / enhancements / break fixes – thoughtful, end-to-end solutions are a must. Work closely with IT leaders to help drive change across the organization while ensuring the HR systems integrate efficiently and effectively with other company applications.
- Ownership of Outcomes: take ownership for a successful product outcome and anticipate needs across HR functions, system development/IT, HR operations, and production support teams. Be the customer champion for HR, influencing the roadmaps of other groups to address employee needs
- Solution Quality: partner with HR team to test and gain user acceptance for all development and upgrades. Ensure that technical solution processes align with policies and procedures as established by the HR function and are in compliance with applicable regulations / industry standards. Deliver solutions supporting all HR functional disciplines including Compensation, Benefits, Payroll, Talent Management, Learning and Development and Talent Acquisition
Additional Responsibilities:
- Vendor Management: effectively manage ongoing relationships with third-party vendors to ensure they adhere to established processes, meet agreed upon service levels and promptly address any participant issues that may arise.
- Systems Management: advise HR staff regarding implementation alternatives, and processes for the successful integration of our suite of HR applications such as Core HR, Talent Management, Recruiting, Succession Planning and Analytics.
- Compliance: ensures compliance with regulatory controls both and follow all Cystic Fibrosis policies and procedures.
- Minimum of 8 years of progressive experience in a HRIS Analyst role required.
- Broad knowledge of multiple HR systems required. Hands on experience with ADP strongly preferred. proven track record of managing multi-system integrations, in a global context.
- Track record of HRIS strategy development and implementation.
- Leader in establishing best practices for HRIS management.
- Experience working with stakeholders/partners at all levels across the organization
- Strong knowledge of functional HR practices.
- Ability to maintain business user relationships and develop and maintain an understanding and up-to-date awareness of business functionality, business systems, industry requirements and technology solutions available.
- Excellent interpersonal, influence, customer service, and collaboration skills required.
- Strong organizational and advanced project management skills to effectively balance competing priorities during project lifecycles while adhering to specific deadlines.
- Microsoft Office suite mastery.
- SharePoint Site Owner experience strongly preferred