PPL HRIS Specialist (HR Governance)

at  CBI

Company Overview:
CB&I® is the world’s leading designer and builder of storage facilities, tanks and terminals. With more than 60,000 structures completed throughout our 130-year history, we have the global expertise and strategically-located operations to provide customers world-class storage solutions for even the most complex energy infrastructure projects.
Overview:
The HRIS Specialist (HR Governance) is responsible for working within the HR and IT teams to understand and maintain HR Information Systems needs as well as implement solutions or submit reports with IT and Vendor support. This position is an Individual Contributor role. The role directly reports to the HR Manager (HR Governance) and routinely interacts internally with HR Business Partners, Management, and IT as well as externally with Third-Party Vendors.

Responsibilities:

• Act as a liaison between IT, HR, and third-party support, troubleshooting and resolving end to end HR data and design strategies
• Interface with functional process owners and end-users to identify, define and document operational needs and objectives; recommend solution options
• Work closely with the functional HR team and the technical team to ensure data issues are addressed
• Provide end user support as needed, efficiently investigating, and resolving user issues and providing guidance/training to ensure best practices are being used
• Identify problems and opportunities for improvements within HR Systems and Processes
• Support of standard communications, processes, and reporting for HR annual cycle activities
• Work closely with other HR teams to understand and manage needed requests
• HR Governance (Policies and Procedures)
• Build and sustain HR policies, procedures, and processes for the organization
• Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of HR department and HRIS performance
• Collaborate with team members to improve or define new process improvement opportunities
• Compliance
• Handle sensitive employment data with professionalism and discretion. Be aware of Personally Identifiable Data and country requirements
• Support Compliance activities for various countries as needed; for example, USA Affirmative Action and EEO Reporting

• Act as a liaison between IT, HR, and third-party support, troubleshooting and resolving end to end HR data and design strategies
• Interface with functional process owners and end-users to identify, define and document operational needs and objectives; recommend solution options
• Work closely with the functional HR team and the technical team to ensure data issues are addressed
• Provide end user support as needed, efficiently investigating, and resolving user issues and providing guidance/training to ensure best practices are being used
• Identify problems and opportunities for improvements within HR Systems and Processes
• Support of standard communications, processes, and reporting for HR annual cycle activities
• Work closely with other HR teams to understand and manage needed requests
• HR Governance (Policies and Procedures)
• Build and sustain HR policies, procedures, and processes for the organization
• Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of HR department and HRIS performance
• Collaborate with team members to improve or define new process improvement opportunities
• Compliance
• Handle sensitive employment data with professionalism and discretion. Be aware of Personally Identifiable Data and country requirements
• Support Compliance activities for various countries as needed; for example, USA Affirmative Action and EEO Reportin