HR Data and Systems Analyst
Department: Business Services - Human Resources
Employment Type: Permanent
Location: Bristol
Reporting To: Dan Holmes
Description Supporting the HR Data and Systems Lead to manage and maintain systems owned and operated by the HR department. This will involve system development and design, system administration duties, as well as data generation, scheduling, and sharing.
Key Responsibilities
- Perform regular systems maintenance tasks, including those necessary to support cyclical activities performed by the wider HR team.
- Supporting system upgrades, patches, and developments by performing testing and creating documentation.
- Providing limit training to the wider HR team as administrators, and actively engaging in ongoing knowledge transfer in system administration with the other members of the HR Data and Systems (HRDS) team.
- Build, schedule and run reports, minimising manual reporting and addressing ad hoc report requests promptly, and setting realistic expectations early, all while demonstrating a high-level of customer service.
- Work with IT colleagues, as well as stakeholders and data owners across the business to document, build, and maintain outward data flows, ensuring the HR team remains a reliable single source of truth for colleague information to the Firm.
- Work to improve the resilience, robustness, and agility of the HRDS team by designing tools and processes with ease of use in mind, ensuring that the necessary information is clear and available to the processor at point of need.
- Ensure the timely and accurate provision of quality data for third party, regulatory, and statutory reporting, following thorough and consistent processes to ensure integrity.
- Using in-depth knowledge of our datasets and reports, support customers to define requests which will ensure data that supports their aims and deepens the value they recognise from it.
- Using in-depth knowledge of our datasets and reports, ensure that customers are aware of the definition of any ambiguous terms or any assumptions in the data which may not be forthcoming.
- Ensure that recipients of HR data are aware of their responsibilities in regard to ongoing stewardship of personal data under DACB policy as well as statutory regulations.
- Where necessary, work with customers, stakeholders and experts across the firm to develop a deeper understanding and context of datasets and analysis to improve insight.
- Being responsible for designing, performing, and maintaining formalised Standard Operating Procedures (SOPs) essential to the delivering the function of the HRDS team.
- Ensure that all suitably regular, important, or complicated processes are compiled into formalised SOPs logged, tracked, and formally allocated by the HRDS Lead.
- At all times, work within the principles and practices defined by the HR Data and Systems Operations and Governance Framework, as well as any and all relevant DACB policy or statutory regulation.
- Working on specific HR and Firm issues or opportunities, develop, propose, and if necessary coordinate the implementation of, solutions making use of the range of tools and skills available to the HRDS team.
- Using own initiative, identify, recommend to the HRDS Lead, and if necessary coordinate and implement system and process improvements which improve the quality of the service provided to the HR team and wider Firm, or the efficiency with which it is provided.
- Occasionally deputising for the HRDS Lead when necessary and appropriate.
Skills, Knowledge and Expertise
Systems: - Proficient in the use of software.
- Experience of managing, maintaining, and optimising digital systems in a professional environment according to business need.
- An aptitude for devising software solutions using out of box technology to optimise output while limiting manual intervention.
Data: - Excellent attention to detail.
- Ability to handle, manipulate and report on complex data sets via Excel to an advanced level.
- Experience working with specialist data reporting tools.
General: - An understanding of HR processes and compliance.
- Capable of breaking down technical details in a manner which can be followed by non-technical colleagues