JOB SUMMARY

The HR Business Analyst at Encompass plays a pivotal role in blending data-driven insights with hands-on HR responsibilities to enhance organizational efficiency and employee experience. This role focuses on analyzing HR processes, optimizing systems, and delivering concierge-level service during onboarding, offboarding, and employee inquiries. As a career consultant, the HR Business Analyst fosters positive relationships with employees, ensuring a supportive and inclusive work environment. Fluency in English and Spanish is required to effectively serve our diverse workforce.

REQUIREMENTS:

• Education and Experience:
  o Bachelor’s degree in human resources, Business Administration, Data Analytics, or related field required.
  o Minimum of 2 years of experience in HR, business analysis, or HR administration; candidates with a relevant degree and no prior experience may be considered.

o Experience with HRIS systems (e.g., ADP) is highly desirable.

• Language Skills:

o Bilingual in English and Spanish (written and verbal) required to support our diverse workforce.

• Technical Skills:

o Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) with advanced Excel skills (e.g., pivot tables, Power Query).

o Familiarity with data visualization tools (e.g., Power BI, Tableau) and HRIS platforms is a plus.

• Other Skills and Abilities:

o Strong analytical and problem-solving skills with keen attention to detail.
o Excellent verbal and written communication skills to engage with employees, management, and external partners.
o Ability to prioritize tasks and adapt to a fast-paced environment while maintaining confidentiality.
o Strong interpersonal skills to build positive relationships across all organizational levels.

o Knowledge of employment laws and compliance requirements (e.g., FMLA, ADA, FLSA).

• Licenses and Certifications:

o Valid Florida Driver’s License required.

o HR certifications (e.g., SHRM-CP, PHR) or business analysis certifications (e.g., CBAP) are preferred but not mandatory.

• Work Environment:

o Ability to work independently and collaboratively in a dynamic, high-volume setting.
o Flexibility to manage multiple projects and adapt to changing priorities.
FLSA Status
Exempt
EEO Classification
Administrative Support Workers

o Analyze recruitment metrics to optimize job postings and candidate pipelines, increasing qualified applicant pools by 20%.

• Standard Operating Procedures (SOPs) Development and Maintenance

• Onboarding and Offboarding:
  o Lead high-volume onboarding processes, conducting bilingual (English and Spanish) orientations and ensuring a seamless experience for 30+ new hires monthly, achieving a 95% satisfaction rate.
  o Manage offboarding processes, including exit interviews, account deactivations, and final payroll coordination, ensuring 100% compliance with company policies and regulations.

o Process employee action changes (new hires, terminations, transfers, FMLA, and leaves of absence) in the HRIS, maintaining accurate e-files for all employees.

• Data Analysis and Reporting:

o Collect and analyze HR data from the Human Resources Information System (HRIS), employee surveys, and exit interviews to identify trends in recruitment, retention, and engagement.
o Develop and maintain HR dashboards and reports using tools like Power BI or Tableau, improving decision-making accuracy by 20% through actionable insights.

o Conduct benchmarking studies to evaluate compensation, benefits, and HR processes against industry standards.

• Employee Support and Inquiries:

o Respond promptly to employee inquiries regarding benefits, time and attendance, company policies, and referrals, serving as a reliable and approachable resource.
o In partnership with the HR coordinator, facilitate team-building activities and employee programs to foster a positive company culture, increasing engagement scores by 10%.

o Assist with benefits open enrollment and new hire enrollments, ensuring error-free documentation and clear communication in English and Spanish.

• Payroll Support

o Provide payroll customer service, addressing employee inquiries regarding pay stubs, deductions, direct deposit issues, wisely card functionality, and job title and pay change requests in English and Spanish.
o Process VOEs to business partners and employees in a timely manner.

o Generate ad hoc payroll reports (e.g., overtime analysis, labor hours per client) to support leadership decision-making and compliance audits, delivering reports within requested timelines.

• Process Optimization and Technology:

o Identify inefficiencies in HR workflows and implement automation for processes such as onboarding, offboarding, and benefits enrollment, reducing manual processing time by 20%.
o Conduct regular audits of HRIS data to ensure accuracy, identifying and correcting discrepancies in employee records, payroll, and benefits data to achieve 99% data integrity.
o Validate HR data by cross-referencing HRIS records with source documents and employee feedback, ensuring reliable data for reporting and compliance.
o Collaborate with IT to enhance HRIS functionality, integrating automated workflows and data validation checks to support onboarding, offboarding, and reporting processes.
o Recommend and implement technology-driven improvements, such as automated data entry tools or AI-based data cleansing solutions, to maintain high-quality HR data.

o Design and update digital forms, correspondence, and HR documentation, ensuring clarity, accessibility, and alignment with automated systems.

• Recruitment and Talent Acquisition:

o Analyze recruitment metrics to optimize job postings and candidate pipelines, increasing qualified applicant pools by 20%.

• Standard Operating Procedures (SOPs) Development and Maintenance:

o Create and document Standard Operating Procedures (SOPs) for daily HR tasks and processes, including onboarding, offboarding, payroll administration, benefits enrollment, and employee inquiries, ensuring clarity and consistency.
o Maintain and update SOPs in CODA as the single source of truth, ensuring all HR processes are centralized, accessible, and reflect current practices.

o Review and revise SOPs quarterly to incorporate process improvements, regulatory changes, and feedback from HR team members.

• Compliance and Confidentiality:

o Ensure compliance with federal, state, and local employment laws, including data privacy regulations, during onboarding, offboarding, and data management.

o Maintain strict confidentiality in all HR-related tasks, while safeguarding sensitive employee information.

• Project Support and Collaboration:

o Lead HR projects, such as employee wellness programs or DEI initiatives, acting as a flexible team player to drive company culture forward.
o Collaborate with stakeholders to align HR initiatives with organizational goals, delivering projects on time and within budget.