Senior Hris Analyst

The Senior HRIS Analyst will support the Director of HRIS with the administration of UKG Pro and other HR/Payroll and Benefits related systems within Perkins&Will. A successful candidate will bring a proven track record in HRIS administration, and the ability to drive strategic initiatives that enhance overall HR functionality.

Responsibilities:

• Serve as the primary point of contact for daily functional support of UKG Pro HCM, payroll, and benefits administration.

• Troubleshoot end-user issues while providing support for all HR systems related needs.

• Provide project management support across all Talent Management functions as needed; this includes coordinating with the Talent Team and other cross-functional team members to meet project goals and objectives as well as creating and owning project documentation.

• Develop reports and dashboards based on business needs and requirements.

• Support major UKG releases by testing new functionality and identifying opportunities to enhance our environment with new features.

• Support the development, configuration testing, and implementation of potential new products and enhancements.

• Recommend and advise on process improvements, innovation solutions, process automation, business requirements/documentation, and work with HRIS Director to track and configure system changes.

• Lead the integration efforts with other systems, collaborating closely with IT and vendors.

• Conduct training sessions for HR staff and end-users on sophisticated HRIS functionalities.

• Manage advanced security measures to safeguard sensitive and confidential information.

• Ensure data accuracy, integrity, and security within the HRIS database (UKG).

• Address HRIS-related inquiries, providing expert-level technical support.

• Stay abreast of HR technology trends and recommend and implement system upgrades.

Other Duties Include:

• Participate in compensation surveys on behalf of the firm.

• Annually leverage compensation survey data to validate the firms pay structures.

• Responsible for maintaining accuracy and distribution of pay structures and assisting with annual compensation process.

Proficiencies:

• 5+ years of proven experience as an HRIS Analyst.

• Solid knowledge of HRIS systems, databases, and data structures.

• Strong report writing experience - specifically within UKG Pro's People Analytics (powered by IBM Cognos Analytics).

• Ability to use metrics and data analysis to identify and resolve issues.

• Demonstrated ability to work independently and in a team, as well as to establish and maintain effective working relations at every level of the organization.

• Proficiency in data visualization tools (i.e. Power BI, UKG Pro's People Analytics Dashboards).

Software:

• Expertise in HRIS software with a deep understanding of advanced features - familiarity with applications such as UKG Pro and Workday is a plus.

• Advanced knowledge of SQL, Business Intelligence, and Power BI platforms.

• Expert level proficiency with Microsoft Excel.

Licensure/Certifications/Education:

• Bachelor's degree in human resources, information technology, or a related field. Master's degree is a plus.

• Equal Employment Opportunity Statement

Perkins&Will has established and adopted an Equal Employment Opportunity Employment policy ("EEO"), which is part of the Company's Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis, and without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity or expression, gender reassignment, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable national, federal, state, or local law. In some cases, local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction.

Pay Transparency Nondiscrimination Provision

Perkins&Will will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.