Human Resources Data Analyst II

at  Cherokee Nation

Job Summary:
Responsible for building and updating the system-wide organizational structures in HRIS including organizational charts, process flow, global approval lists, position codes, and supervisor structure. Researches employee actions to determine their validity and makes changes as appropriate. Evaluates employee credentials and determines eligibility for promotion, reclassification, level increase, or career ladder moves. Enters relevant information into multiple HRIS mediums and ensures that data is transferred between HRIS systems accurately. Troubleshoots system issues. Communicates with departments regarding employee actions and provides support and instruction on utilizing HRIS.
Job Duties:
Reviews employee files for level checks, career ladders, and reclassifications. Requests missing and/or expired documentation required by the employee’s current and/or new title. Creates and/or modifies position codes within HRIS. Creates and/or modifies supervisor structure within HRIS to reflect current departmental organizational chart. Researches supervisor issues within HRIS to determine possible resolutions to reach the expected outcome. Researches supervisor change requests to determine if they are corrections or if they require a possible reorganization. Processes position code requests for HR Employment Analysts. This process includes research to determine whether a new position code should be created or an existing code needs revision. Researches system errors that arise when payroll is being entered and exported. Enters employee certifications, education verifications, and adjudication dates into HRIS as needed. Communicates with employees regarding W-4 changes. Communicates with departments regarding processes for level checks, career ladders, and reclassifications. Processes payroll for departmental reorganizations. Creates requisitions to document position changes as a result of reorganizations. Creates and/or modifies departments and hiring managers within HRIS that are the result of reorganizations. Creates and/or modifies job description templates in HRIS and adds required screening questions. Process lump sums, funding changes, and non-employee changes. Serves as backup for entering new hire data, lump sums, and funding changes as needed. Serves as backup for employment verifications, W-4 changes, and direct deposits as needed. Sets up new global approval lists in HRIS. Provides departments with results of employee evaluations along with instructions on implementing any changes. Approves pay changes in HRIS and tracks employee actions to ensure modifications are processed correctly throughout the network of HRIS systems. Researches login issues that arise for hiring managers in the HRIS hiring system. Provides hiring managers with step-by-step instructions on how to enter requisitions into HRIS. Works with HRIT Analyst to troubleshoot issues systems issues. Tracks current projects and provides weekly updates to Compensation Manager. Assists with any system testing that is required. Communicates any ideas for improvement to the team. Works closely with HR Technician and HRIT Analyst on issues that could impact payroll processing and work unit process flows. Tracks CLR and grant-funded forms for position changes that are processed through Compensation. Other duties may be assigned.

EDUCATIONAL REQUIREMENT

Bachelor’s degree from a 4-year college or university; or six (6) years of related experience; or an equivalent combination of education and experience.

EXPERIENCE REQUIREMENT

An additional four (4) years of experience in a related field.

COMPUTER SKILLS

An individual should know Database software; Human Resources systems; Internet software; Spreadsheet software; Word Processing software.

OTHER QUALIFICATIONS

The employee must not be and will not be under sanction by the United States Department of Health and Human Services Office of the Inspector General (OIG) or by the General Services Administration (GSA) or listed on the OIG’s Cumulative Sanction Report, or the GSA’s List of Excluded Providers, or listed on the OIG’s List of Excluded Individuals/Entities (LEIE). Knowledge of principles and practices of compensation administration. Effective oral and written communication skills. Excellent intrapersonal skills. Ability to organize and prioritize work. Ability to multi-task.

No supervisory responsibility.
Qualifications: