Remote Quality Control Jobs in Rensselaer, NY (NOW HIRING)

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Job Title: Business Analyst    

Location: Remote with visits to Albany NY,12203       

Duration: 12 Months Months

Job Description: 

Remote with visits to Albany office

Contractor must have computer, cell phone, and reliable high-speed internet available while remote

• The Human Resources team at client is seeking an HR Business Analyst to perform HR process streamlining, automation project management, report development, and data queries for high-priority metrics.
• These key priorities will support the engagement plan progress and operational tracking to prepare for automation goals.

General Guidance for Expected Years of Experience

• 3-5 years

What skills are needed to be successful in this role?

• Self-starter who is able to work with an initial outline of business needs and potential projects, but is comfortable meeting with colleagues across the HR team to fill in the gaps;
• Systems, software, and data structure fluency are essential;
• Must be adept at data queries, merging data from different systems, and identifying trends and anomalies in data;
• Must be very Excel-fluent; should know pivot tables, graphs, and charting capabilities very well;
• Highly skilled at understanding user data needs and able to quickly discern process steps and process streamlining opportunities;
• Must possess a high degree of personal integrity and be able to be trusted to keep sensitive employee data confidential;
• Ability to digest written requirements and also listen well to determine user needs, translating that information to build easily repeatable and well-documented processes including:
• Data queries, reporting routines, process documentation, and process improvement recommendations that are sufficiently detailed to allow implementation;
• Work efficiently with attention to detail and apply quality control checks to ensure a high degree of output accuracy;
• Ability to identify logical checkpoints to verify that work in process is on track and aligned with user needs.

Are there any specialized skills that must be present for the position to be successful?

• Must have familiarity with typical HR practices, reporting, and decision metrics;
• Ideally would have experience writing requirements for HR-related systems implementation or build;
• Experience working on human relations or other personnel-related data projects or process improvement preferred;
• Knowledge of ADP highly desired

Certifications and qualifications, including education/degree

• Experience commensurate with a Bachelor's Degree;
• Must have 3-5 years' experience working on data queries, report development, and data analysis;

IT systems that will be used

• ADP, HRIS, Trakstar, Tableau, O365

Tasks

• Navigate existing HR systems to understand what they do and how they work, and read and digest related HR process documentation;
• Review existing written requirements for DEI metrics reporting
• Determine the optimal data sources and process to pull and verify the data needed for the reporting, then produce value-added reports with charts, graphs, and commentary, with detailed supporting data;
• Conduct similar exercises for other priority HR metrics;
• Automate the production of detail organization charts which is currently highly manual, leveraging wherever possible existing platforms that already include organizational chart information such as ADP and Teams;
• Review ADP updates that are currently being made manually one-by-one and implement a means for bulk uploads and/or employee self-service to allow employees to make certain limited data changes in the system;
• Determine means to integrate performance review, promotion history, grade, and salary data from different systems in a more expedited and automated fashion, with built-in control checks;
• Work to automate or improve various functions handled manually pertaining to onboarding, offboarding, and training, including notifications to users;
• Review current HRIS system functions and related processes
• Document process requirements at a level that could be used for fit/gap assessments of candidate replacement software and/or new development;
• Identify options for absorbing current functionality into existing or soon-to-be-acquired systems such as a potential future electronic records management system; and
• Other duties as assigned that contribute to the key outcomes of the Human Resources team.