Position / tasks varies with
-company HR policies
I HAVE OUTLINED A BROAD PICTURE.
YOU CAN PICK / CHOOSE ELEMENTS THAT SUITS
YOUR ORGANIZATION NEEDS.
WHAT ARE THE COMPENTENCIES FOR THIS POSITION ?
Compentencies are :
The primary competencies of a candidate for this role include resourcefulness, expediency, detail orientation and analytics ability. Strong communication and presentation skills, strong written and verbal communication skills, planning, organization and time management skills, strong problem solving and analytical skills. Team oriented, ability to work independently, use sound judgment and make decisions and recommendations. Successful track record that demonstrates proactive, leading edge, value added contributions that supports continuous process improvement.
Thrives while working under pressure with tight timelines.
Exhibit a "can do" attitude toward new or challenging assignments.
Able to establish strong interdepartmental relationships.
Must be detail oriented and able to work on multiple assignments simultaneously.
Accepts and adapts readily to changes, including those in organizational structure, management, business priorities and processes.
Manages own time and workload efficiently; balances multiple priorities to fulfill all commitments to teammates and business partners. Proactive thinking capability, exercises solid judgment, and able to work autonomously in anticipation of management needs.
Solves problems effectively: identifies the relevant issues, gathers information and input, applies sound reasoning and develops workable solutions.
experience with reporting and analyzing data
Extensive Excel knowledge including formulas and macros
Intermediate Powerpoint skills a plus
Strong technical skills, understanding of data sources and ability to use systems to acquire necessary data
Ability to review and analyze data and information to confirm accuracy
Sense of urgency and the ability to multi-task and shift priorities
Must be able to maintain confidentiality.
WHAT ARE THE RESPONSIBILITIES OF THE POSITION?
Successful incumbents will be responsible for:
Create reports and analyze human capital data through data analysis, trend identification, and report generation.
Work with recruiters to ensure accuracy in reporting, and HRIS system maintenence.
Establish metrics and research best practices incorporating results into decision making process.
Manage and track department budget to include contracts, expenditure reconciliation and monitoring; identify and/or recommend improvements for internal controls and process.
Assist with the gathering and compiling of information for compliance filings and other related compliance activities. Support field regions with file maintenance.
Oversee and manage all offers requiring corporate approval to include reviewing and for accuracy, ensuring all information is present, and obtaining appropriate corporate approval.
Develop reports (daily, weekly, monthly and ad hoc) to meet management requests and needs for human resource related information various levels.
Performs other related duties/projects as assigned.
- Year end coordinator for annual pay review and bonus process
-Ensure delivery and effective communication of annual pay adjustments to managers/employees
- Coordination of annual/stock option process; set up allocation spreadsheets
-Coordinate severance process; prepare demographics analysis .
-Coordinate annual ALL Awards for business units.
-Assist/liase with other compensation-related projects as requested
- Business unit HRIS Analyst providing ad hoc reporting
-Liase with Finance to ensure HRIS is aligned with business structure
-Maintain the integrity of the HRIS by ensuring consistent entry and formatting (i.e., job titles)
-Provide benchmark data for annual compensation surveys
-Development and maintenance of HR scorecard
-Analyze and prepare scorecard for Senior Management on HR metrics including turnover.
-Liase with Finance when conducting turnover analysis and ad hoc costing analysis as it relates to HR budgets
-Assist in organizing and managing HR projects to ensure defined objectives and times constraints are met
-Provides support for HRIS, recruiting, compensation, performance management and other projects.
-Develops and manages all facets of HRIS. Develops new processes and procedures to maximize efficiency and effectiveness of all HR systems.
-Researches, develops and implements HR-related technology projects.
-Acts as the HR liaison with Legal, Finance and IT on document/information retention and technology projects.
-Creates and develops reports and defines business and workflow processes for financial reporting purposes.
-Manages the administration of the annual performance review, compensation, merit increase, and stock option programs.
-Participates in several HR financial compliance documentation processes .
-Responsible for controls and protocols for all HRIS data input and integrity and for administrative tasks related to compensation surveys.
-Creates compensation grids and recommendations and compensation analyses for management.
-Participates in recruiting activities and applicant tracking and record keeping.
-Work with the Corporate Compensation and Benefits Department to support plan design, development, and execution of Total Rewards programs for the Company.
-Provide quantitative and qualitative analysis on a variety of compensation and benefits programs, create financial models to assess financial impact of proposed plan designs, research and collect market data analysis and formulate recommendations that are aligned with Compensation/Benefits strategy, philosophy, and direction.
-They will also work closely with vendors and resolve issues ensuring that third party vendors are meeting contractual service levels.
-Assists Benefits Manager with analysis of benefits billings by vendors,
and retirement contributions; plan filings, plan design work and communications.
- Assists Compensation Manager with new compensation structure, salary surveys, job evaluations, job descriptions, performance management process, short-term incentive plan and analysis of various compensation issues.
- Point of contact to assist any/all employees with various HR issues as needed.
- Works as member of a HR analytical team supporting generalist projects as needed.
- Supports various HR groups including HR operations, recruiting and training functions as required. Work to include reporting and analysis of available resources.
- Participates and assists with implementation of new payroll and human resources information system (HRIS). Has key role in separation project and associated activities.
-Assists with design and implementation of employee satisfaction surveys.
- Compiles statistics, analyzes and prepares reports including compensation, benefits, pay practices, employee survey results, etc.
-Participates in development of Affirmative Action Plan, maintains and monitors progress.
-Conducts and coordinates audits on compliance efforts as requested.
- Assists with special projects as required.
-Member of a strategic service team designed to enhance employee engagement.
Work with projects which require research, analysis of data and/or creation of reports. Prepare presentations for HR, Senior Leadership, and other Internal Customers in a format that is simple and meaningful. Create/Access human capital reports in order to drive data based decision making. Use HR Metrics database to report on Compensation, Staffing (headcount), and Retirement Turnover Analysis etc. Work closely with HR team to monitor and document data trends. Support the reporting and analysis of key measurements, trends and benchmarks . Provide administrative support to a team of HR Generalists, including calendar management, meeting organization, meeting preparation and other duties as required.
Hr analyst is a newly evolved designation & so as yet standardised roles do not exist per se.... but my undertsanding is tehat an HR analyst is expect to work with extracting data & analysing data for Hr purposes, some examples of the same could be: -
1. attrition, recruitment related, etc
2. salary related - possibly some part of a compensation analysis, increments, budgeting, salary survey's etc.
3. It seems like a largely number crunching & analysis at Hr role.
Also note that this is very exciting as well as challenging. one needs to have a natural knack for numbers but a lot a real understanding of Hr comes out. U get a feel of it all. just check with teh organisation though what they mean by it.
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Topic Categories >> affirmative action technical skills compensation analysis data analysis hr projects presentation skills compensation and benefits hr processes role of hr competency mapping organizational structure performance management business partners employee survey best practices applicant tracking Location-India-Hyderabad
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