HRIS Analyst Sr - Analytics

Title: HRIS Analyst Sr - Analytics 
Company: Tampa Electric Company 
State and City: Florida - Tampa
Shift: 8 Hr. X 5 Days

POSITION CONCEPT 

HR technology is a fundamental enabler of how HR delivers outstanding experiences to Team Members.  The Senior HRIS Analyst is responsible for partnering with HR and IT teams to iteratively advance HR reporting, metrics and analytics for data driven insights and decision support.  Utilize existing data sources such as SAP ECC, SuccessFactors and data visualization tools like SuccessFactors Workforce Analytics or Microsoft PowerBI.  As part of a small team, be able to also extend support within HRIS analyst work scope including HR data management and system administration. 

PRIMARY DUTIES AND RESPONSIBILITIES 

• Reporting: Respond to ad hoc reporting requests.  Create automated or self-service reporting for recurring requests as applicable.  Determine how to leverage existing reporting tools to evolve reporting capabilities.  Stay current on technology upgrades that will also evolve reporting capabilities.
• Analytics: Engage with HR team to advance people analytics capabilities so that they can make informed business decisions on their people across multiple human capital topics (e.g., attrition, DE&I, mobility, skill, talent acquisition, etc.). Partners with HR, IT and business leadership to develop, implement, communicate HR analytics solutions. Involved in end-to-end analytics process, including cleansing and wrangling structured and unstructured data, designing and building analytics and models, extracting insights and findings, visualizing outputs, and communicating outcomes.  Develop data visualizations that highlight key insights to help clients make informed business decisions related to human capital issues. Interpret, understand, and present results to leadership, with a strong focus on actionable insights. Leads individual analytics projects using key analytics techniques, such as: framing the problem, scoping the work and delivery process, answer/hypothesis generation, design of analyses, and KPI development. Develop and implement HR data-literacy enhancement strategy to achieve high end-user engagement and data-driven decision-making culture.
• Apply SME knowledge of HR and SAP HCM and SuccessFactors to support innovative future state automated solutions.  Ensure the technical work meets current HR technology needs. Within HRIS team purview, provide critical data integration and systems support for key HR programs and processes.  Support overall HR data governance and ensure the core infrastructure supports HR data analytics in a secured and governed environment. Work with implementation partner, HR process owners and IT team members to advise on the best way to leverage and configure Success factors modules to achieve business objectives. Ensure compliance with data privacy regulations, standards and best practices. 
• HRIS Analyst:  Support HRIS team in an SAP environment and maintenance of the Human Capital Management (HCM) system and SuccessFactors to maximize system efficiencies in an effort to meet the strategic and operational needs of the business. Advocate for SuccessFactors configuration according to best practices and configuration minimalization. Support the team in terms of enhancing existing HR processes and support during the rollout of SuccessFactors modules across the organization in documentation and testing activities and participate in the implementation. Also be involved in supporting system improvements to support all of HR to add value to the business and employee experience overall. 
• Seamlessly step in to support team on system administrator tasks for HR systems and applications.  Includes maintaining the organizational and staffing structures.  Managing the process for performance coaches to make master data changes for direct reports.  Responsibility for data integrity and security.  Processes a relatively high volume of master data changes. 

QUALIFICATIONS

Education 
Required:    Minimum of high school degree and at least five years of experience.

Experience  

Experience 
Required:       At least five (5) years of HRIS/HR system support experience. Minimum of three years of work experience related to the Duties and Responsibilities of this position is required. Good business knowledge of HR processes and HR KPIs. 
Preferred:     Strong understanding of SAP Success Factors modules and SAP HCM. Strong analytical and critical thinking skills. Knowledge in the People Analytics space which includes understanding data, how to deliver data and insights that enable HR solutions and business decisions.  Can gather key information, challenge/refine processes and create efficiencies.  Ability to work on multiple projects.  Ability to work independently as well as with cross-functional teams to drive continuous improvement with technology and analytics.  Define and manage the deliverables of HR team to meet engagement objectives.  Experience with BI and data visualization tools such as PowerBI or Tableau.  Knowledge of the Microsoft Suite of business software. Advanced knowledge of Excel.  

Knowledge/Skills/Abilities (KSA) 
Required:  Highly analytical, able to detect patterns in data; exceptional attention to detail.  Working knowledge of data analytics tools and Human capital systems.  Experience with data migration and data management.

Preferred:   Working knowledge of SAP HCM and SuccessFactors. Familiar with project management, change management and agile methodologies. Presents complicated analytical information and insights with efficiency.

LEADERSHIP COMPETENCIES 
•    Champions Safety, Health and the Environment
•    Takes Ownership and Acts with Integrity
•    Drives Business Excellence for Customers
•    Builds Collaborative Relationships
•    Develops People and Teams
•    Cultivates Innovation and Embraces Change
•    Thinks Strategically and Exercises Sound Judgment

 
WORKING CONDITIONS 
Work is performed in a normal office environment.

PHYSICAL DEMANDS/ REQUIREMENTS 
Work is performed in a normal office environment.
 

#LI-SAC

TECO offers a competitive Benefits package!!

Competitive Salary *401k Savings plan w/ company matching * Pension plan * Paid time off* Paid Holiday time * Medical, Prescription Drug, & Dental Coverage  *Tuition Assistance Program * Employee Assistance Program * Wellness Programs * On-site Fitness Centers * Bonus Plan and more!

STORM DUTY REQUIREMENTS....Please make sure to read below!!!  Responding to storms will be considered a condition of employment.

TECO Energy and its companies serve a role in providing critical services to our community during an emergency. Team members are required to participate in the response/recovery activities related to emergencies/disasters to maintain service to our TECO Energy customers. Team members are required to work in their normal job duties or other assigned activities. Proper compensation will be made in accordance with the company's rules and procedures.

TECO Energy is proud to be an Equal Opportunity Employer.

TECO Energy is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law, except where physical or mental abilities are a bona fide occupational requirement and the individual is unable to perform the essential functions of the position with reasonable accommodations.

In order to provide equal employment and advancement opportunities for all individuals, employment decisions at TECO Energy will be based on skills, knowledge, qualifications and abilities.

Pay Transparency Non-Discrimination Statement
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)

ADA policy
It is the policy of TECO Energy to provide reasonable accommodation for all qualified disabled individuals who are employees and applicants for employment, unless it would cause undue hardship. The corporation will adhere to applicable federal and state laws, regulations and guidelines, including, but not limited to the Americans with Disabilities Act (ADA) of 1990 and section 503 and 504 of the Rehabilitation Act of 1970s.

Application accommodations
Applicants may request reasonable accommodation in the application process five business days prior to the time accommodation is needed.

Pre-employment physical exams may be required for positions with bona fide job-related physical requirements regardless of disability.