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Human Resources Business Analyst

3 weeks ago

Brockville, Canada Upper Canada District School Board Full time

**The Upper Canada District School Board (UCDSB) is committed to equity in employment. As an equal opportunity employer, we are committed to establishing a qualified workforce that is reflective of the diverse population we serve. The UCDSB is committed to providing accommodations [for people with disabilities]. If you require an accommodation, we will work with you to meet your needs. This would be facilitated upon receiving an interview and would be done by contacting Human Resources at**.**

**NON UNION POSITION**

**POSITION TITLE: Human Resources Business Analyst**

**LOCATION**:Brockville Board Office, 225 Central Avenue West, Brockville, Ontario.

**REPORTS TO**: Manager of Human Resources

**START**:To Be Determined

**FTE**:1.0 (35 hours per week)

**SALARY**: $72,561-$107,564**, commensurate with experience.
- This job is currently under review for salary band determination which is why such a variance in possible starting salary is being advertised.

**Job Summary**

Reporting to the Manager of HR, the Human Resources Business Analyst is responsible for the governance of HR processes, process maps, documentation, standardization and knowledge base documentation for the Board’s Human Resource Information System (HRIS). The position is responsible for providing HRIS functional support to first line users, troubleshooting and analyzing problems or issues, designing solutions with the technical team, arranging and overseeing system testing and configuration, developing training documentation and implementing end-user training plans.

The Human Resources Business Analyst reviews all HR operational processes and analyzes the work performed by the HR department, including researching, assessing and recommending new processes or technology to assist the HR staff with work.

**List and Brief Description of Specific Duties**

**HRIS Governance & System Management**
- Overall responsibility for the governance of HR processes, process maps, documentation, and knowledge base documentation related to the HRIS system.
- Maintains system procedures and configuration documentation (monthly).
- Provides input into planning for future functionality utilization and resulting business process changes (two to four times per year).
- Maintain and administer ad hoc report writing tools for end users.

**Technical Support & Integration**
- For project initiatives, serve as a technical liaison that involve the HRIS system integration and platform transitions; ensures effective communication and collaboration between internal stakeholders and external platform providers.
- Support the continuity and functionality of existing systems by translating technical requirements, identifying potential impacts, and facilitating alignment between legacy systems and new technologies.
- Regularly reviews and troubleshoot processes and HR data to identify opportunities for further improvement to HR data and coordinates with IT and other departments as required to identify areas of improvement, recommend changes, and implement functional solutions for existing systems.
- Support HR department in areas of need.

**Process Improvement & Workflow Design**
- Develops, documents, and maintains all current and new HR process workflows for efficiency and compliance.
- Researches, identifies, assesses and leads implementation of opportunities for improved efficiency.
- Conduct research including internet, HR magazines, research reports, and auditing and analyzing.
- Prepare communications for meetings, presentations, training and problem solving.

**Reporting & Data Analysis**
- Designs and develops end user reports and queries.
- Supports data analysis work to provide relevant, actionable feedback to project team.
- Ministry reporting (three to five times per year).
- Census data (twice a year).
- Complete external reports requested by service agencies.

**Other**
- Supervises project teams.

**Specific knowledge of**:

- Technology related to HR and associated trends, processes, tools and requirements
- Human resources, policies, trends and developments
- Previous experience using a HRIS system is an asset. General human resources practices

**Formal Education and/or Certification**:

- Minimum: Undergraduate degree in HRM (Human Resources Management) is required.
- A combination of education and experience may be considered.

**Years of Experience**:

- Minimum: 4 to 5 years

**Competencies**:

- Ability to analyze business processes and systems, identify inefficiencies and/or required functional enhancements, and document business processes and procedures.
- Ability to research, learn innovative technologies (e.g. specialized software), and make recommendations.
- Ability to prepare communications, business cases and reports
- Proven experience in Change Management Practices and Project Management.
- Prior experience in a unionized / school board / public sector organization considered an asset.
- Ability to translate business needs into cle