HRMS Analyst II

Select how often (in days) to receive an alert:

With a career at HMSHost, you really benefit! We Offer

• Health, dental and vision insurance
• Generous paid time off (vacation, flex or sick)
• Holiday pay
• Meal and Transportation Benefits
• * 401(k) retirement plan with company match
• Employee assistance program
• Training and exciting career growth opportunities
• Referral program – refer a friend and earn a bonus

* Benefits may vary by position so ask your recruiter for details.

Airport

Location:

Corporate Human Resources
Advertised Compensation:$70,600.00to $83,000.00

The HRIS Analyst II keeps HRIS applications and integrated payroll applications running accurately and efficiently by maintaining data integrity, resolving system issues, and optimizing integrations across platforms. This role is central to delivering clean, consistent, and compliant data that HR and Payroll teams can rely on.

• Examines application data for accuracy, efficiency, and compliance; prepares summary report on any apparent improvement opportunities
• Analyzes the integration process and its efficiency over time, identifies areas of opportunity, and presents improvement plans; if improvement plans are considered viable, may be tasked with their implementation
• Ensures seamless data flow between HR, Payroll and downstream applications
• Generates reports for audit and compliance
• Verifies that work records have been captured correctly and completely; checks that all the work performed is a true reflection of the entered work records
• Inspects mistakes and anomalies to determine whether they are systemic or resulting from faulty data input; flags systemic failures and liaises with IT to rectify them
• Audits various enterprise applications and rectify the root cause of errors
• Understands and perform mass data changes for merit increases and other job data transactions.
• Diagnoses and resolves system errors, user issues, and data discrepancies within the HRIS and payroll applications
• Creates user manuals. provides specifications, and trains HR staff on new application enhancements or system upgrades

The HRIS Analyst II reports directly to the Senior Manager of HR Technology

• Education and Experience:
  
  The combination of education and professional experience must exceed 5 years:
  • In a technical role:
    Requires 5 years of HRIS/ERP application experience
    • A bachelor’s degree in a program related to the functional area can count for 2 of the 5-year requirement
  • In the industry: 3-5 years of Hospitality, F&B and/or Retail experience
  • Must have previous experience processing high volume data
  • Hands-on experience mapping, configuring, or troubleshooting core HR modules
• Specialized Training:
  • Training that leads to strong knowledge of SAP Success Factors
  • Knowledge of data and application integrations is preferred
• Advanced knowledge of Microsoft Excel
• Experience with Success Factors & ADP preferred
• Analytical mindset and keen eye for detail
• Possesses strong business acumen and a forward-thinking approach to payroll management, with the ability to evaluate long-term impacts and drive alignment with organizational goals
• Demonstrated history of understanding the needs of the business,stakeholders, the employee population and individual circumstances
• Demonstrated history of creating and maintaining positive work environments to achieve common goals
• Location:
  
  This role is located at the North America Support Center in Bethesda, MD

Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”), is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”).