HR Operations Analyst

The HR Operations Analyst will be responsible for supporting the HR Team by leading projects, process improvements and automation efforts to enable high level of customer service to the business. The ideal candidate will operate in a global fast-paced environment to develop solutions and support HR operations.

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  Act as a Subject Matter Expert and Partner with Talent Acquisition and HR to manage the onboarding process for new/temporary hires and internal transfers

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  Provide hands-on support of operational activities across processes, reporting, and data

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  Reviewing existing processes to analyze scope for reengineering

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  Assist in Employee Data Management (e.g., employee lifecycle transactions) and establish appropriate auditing and monitoring of HR data to ensure accuracy

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  Conduct orientation sessions with new hires

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  Provide support related to the integration of new businesses into the Epicor HR Operations processes during Acquisitions

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  Oversee regulatory compliance related to employee file audits, SOX audits etc. and work with local counsel,as needed

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  Monitor and respond to emails, answer employee, new hire or hiring manager questions, background check questions, process questions, and candidate questions

• Well-organized team player with good interpersonal skills, maturity and credibility to develop relationships at all levels

• Excellent English communication skills, attention to detail/accuracy and sense of urgency.

• Must be flexible, adaptable, and possess the ability to manage a challenging workload as well as prioritizing key tasks and the ability to work under pressure

• Strong computer skills including but not limited to reporting from Excel and Applicant Tracking Systems (ATS)

• Must possess a strong customer service mind-set

• Proactive and self-motivated with strong organizational skills

• Bachelor’s Degree or equivalent education/experience

• 3-5 years of Human Resources / HR Operations experience

• Experience with Workday (business processes, ATS, and HCM).

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