HR Technical Analyst (9013) Comepnsation/HRIS

 

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The Southeastern Pennsylvania Transportation Authority (SEPTA) is the sixth largest transportation system in the United States, with a vast network of fixed route services including bus, subway/elevated, trackless trolley, light rail, and commuter rail serving a 2,200 square mile service region. SEPTA has become an integral force in the economic success of the Philadelphia region, providing an efficient and reliable source of transportation. 

 

We are seeking candidates for the position of HR Technical Analyst (9013) Comepnsation/HRIS in the HR/Compensation/HRIS.   

 

 

Opening Date: 04/12/2024

Closing Date: 04/26/2024

Job Grade: SAM 40

Salary Range: Min: $79,534.00 - Mid: $99,424.00 - Max: $119,314.00 

       

OVERALL DESCRIPTION

This position is responsible for ongoing support of SEPTA’s deployment of SAP SuccessFactors HR Suite. Providing functional, administrative, technical and end user support for one or more of the following SuccessFactors modules: Core HR, Applicant Tracking, Organization Chart, Performance Management, and/or Learning Management. Assisting with HR processes, projects and change management (which includes the implementation and integration of HR cyclical programs associated with a systems conversion to SAP SuccessFactors). As well as providing ongoing continuous support of employee and organizational data maintenance. This position will maintain detailed knowledge of SAP SuccessFactors functionality, configuration options, integration points, and best practices. This position will also provide integration support to the INFOR Cloudsuite modules pertaining to GHR, Benefits, Pension and Payroll implementations.  

SPECIFIC RESPONSIBILITIES

1. Collaborates with HR Functional Partners (i.e. Compensation/HRIS, Benefits, Recruitment, Medical and Training) and divisional coordinators on assigned projects and data integrity processing.
2. Makes recommendations for human resource functional improvements to ensure that its processes are aligned with the new HRIS system and modules.
3. Consults with IT team members, SMEs and process owners to advise on the best way to leverage and configure SuccessFactors modules to achieve business objectives.
4. Provides subject matter expertise relative to administrative, transactional processes, data automation, project management support, gathering data, analysis and reporting - with the objective of increasing post-implementation ongoing employee, management, and organizational effectiveness.
5. Creates and assists with ad hoc analytic data requests.  Develops, maintains and supports a variety of reports or queries using appropriate reporting tools.  Assists in development of standard reports and ad hoc queries for ongoing needs across Core HR, Applicant Tracking, Organization Chart, Performance Management, and/or Learning Management modules.
6. Works with HR Functional Partners to identify new opportunities to add value to the organization; assist HR colleagues with projects (during and post-implementation), developing HR data metrics, facilitates creation of reports and help them to effectively utilize HRIS to support their roles.
7. Provides input and staff support to the Manager, HRIS and assists with the implementation, integration and administration tasks, including: Assists in the correction of system and data issues related to onboarding new employees, Assists with permission, role, dynamic role, and workflow corrections and changes, Audits and assists with tasks related to parallel entry until mainframe system(s) are retired, Audits and reviews synching discrepancies between Foundation Objects, Position and Employee Data within SuccessFactors.
8. Delivers project excellence by keeping a mindset on organizational and project objectives, customer service and continuous improvement.
9. Plays a lead role in the assessment, testing and application of vendor quarterly releases.
10. Assists in developing and revisions related to clear documentation including specifications, job aides, operational guides, etc. on the new HRIS system.
11. Provides applicable training to HR team members and other users across the Authority including those in divisional administrators and senior management roles. 
12. Recommends and performs quality control procedures as defined to ensure accurate and compliant records, including records related to promotions, job transfers and new hires. 
13. Maintains open position and workforce planning reports. 
14. Adapts role and responsibilities to changing needs of the department, supporting special projects as assigned.
15. Assists with functional HR responsibilities (Compensation/HRIS Analyst) to gain a better understanding of SEPTA’s functional role and backfill as needed.
16. Com