HRIS Analyst

Seattle, WA, United States

01-Seattle

1301 Fifth Ave

Ste. 3800

Seattle, WA 981012635, USA

01-Seattle

1301 Fifth Ave

Ste. 3800

Seattle, WA 981012635, USA

The HRIS Team at Milliman, Global Corporate Services (GCS) is seeking a highly motivated and detail-oriented HRIS Analyst to join the team. The primary focus of this position is the support and maintenance of the HR Management System (UKG Pro). This individual serves as a technical point-of-contact for all HR and assists subject matter experts with ensuring system data integrity, testing, report writing and analyzing data flows for process improvement opportunities. Additional duties include implementing additional modules and process improvements.

RESPONSIBILITIES:

Provide support for the HRIS, including researching and resolving HRIS/system-related problems, unexpected results, or process flaws; performing scheduled activities; recommending solutions or alternate methods to meet requirements.

Act as subject matter expert for assigned modules within HR systems (UKG Pro).

Recommend/process customer service improvements, innovative solutions, policy changes and/or major variations from established policies needing approval by the appropriate leadership prior to implementation.

Serve as aprimary liaison with third parties and other stakeholders (e.g. Payroll, HRBP, L&D, Compliance, Finance,).

Assist in development of standard reports for ongoing customer needs.

Write, maintain, and support a variety of custom reports or queries using appropriate reporting tools.

Help maintain data integrity in systems by running queries and analyzing data.

Maintain system records accurately to ensure all compliance requirements are met.

Develop user procedures, guidelines and documentation.

Train clients and system users on new processes/functionality

Maintain awareness of current trends in HR systems with a focus on product and service development, delivery, and support, and applying key technologies.

Examine trends in information systems training, materials and techniques.

Through classes, reading, CBTs or other mechanisms, continuously increase both HR and HRIS application/tools knowledge. Participate in user group meetings.

Compliance report for state and federal governments, EEO-1, CA Pay data reporting, MN Annual Compliance reporting, Affirmative Action Plans and OFCCP audits.

Manage system security roles and ensure users have the appropriate access.

SKILLS & QUALIFICATIONS REQUIRED:

Bachelor's degree in computer science or related field or equivalent work experience.

The ideal candidate must have a minimum of 3 years of HRIS experience Ideally with UKG Pro

The ideal candidate must have previous experience with HR data analytics and reporting tools ideally with IBM Cognos Analytics (Business Intelligence).

The ideal candidate must have prior system implementation experience.

Must have an advanced level proficiency with Microsoft Office Suite.

Must be able to engage with end-users with patience, in a professional and inquisitive manner.

Must be able to work with multiple personalities maintaining a professional demeanor.

Must have superior organization and communication skills.

Must have excellent planning and documentation skills with meticulous attention to detail.

Must be process driven, with the ability to recommend and implement changes for process improvement.

LOCATION:

This is a remote position. This job posting is expected to close on July 30 th , 2024.

COMPENSATION:

The salary range for this role is $60,000 to $117,000, depending on a combination of factors, including, but not limited to, education, relevant work experience, qualifications, skills, certifications, location, etc.

BENEFITS:

At Milliman, we focus on creating an environment that recognizes – and meets – the personal and professional needs of the individual and their family. We offer competitive benefits which include the following based on plan eligibility:

Medical, dental and vision coverage for employees and their dependents, including domestic partners.

A 401(k) plan with matching program, and profit sharing contribution.

Employee Assistance Program (EAP).

A discretionary bonus program.

Paid Time Off (PTO) starts accruing on the first day of work and can be used for any reason; full-time employees will accrue 15 days of PTO per year, and employees working less than a full-time schedule will accrue PTO at a prorated amount based on hours worked.

Family building benefits, including adoption and fertility assistance and paid parental leave up to 12 weeks for employees who have worked for Milliman for at least 12 months and have worked at least 1,250 hours in the preceding 12-month period.

A minimum of 8 paid holidays.

Milliman covers 100% of the premiums for life insurance, AD&D, and both short-term and long-term disability coverage.

Flexible spending accounts allow employees to set aside pre-tax dollars to pay for dependent care, transportation, and applicable medical needs.

ABOUT MILLIMAN:

Independent for over 75 years, Milliman delivers market-leading services and solutions to clients worldwide. Today, we are helping companies take on some of the world’s most critical and complex issues, including retirement funding and healthcare financing, risk management and regulatory compliance, data analytics and business transformation.

Through a team of professionals ranging from actuaries to clinicians, technology specialists to plan administrators, we offer unparalleled expertise in employee benefits, investment consulting, healthcare, life insurance and financial services, and property and casualty insurance.

EQUAL OPPORTUNITY:

All qualified applicants will receive consideration for employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Qualifications Skills Behaviors :

Motivations :

Education Experience Licenses & Certifications Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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. 41 CFR 60-1.35(c)

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