- Hourly / - BiWeekly /
- Monthly / $53,214.00-$85,398.00 Yearly
An HRIS Analyst II is the intermediate level of work providing technical support for the Statewide Personnel System (SPS), a comprehensive enterprise information technology system comprising JobAps (recruitment), Cornerstone Learning Management System (employee professional development), WorkDay (employee data information and transactions) and other related systems. This is HRIS applications work supporting multiple functions such as human resources, training, benefits, payroll and time keeping, and associated business processes. Employees provide expertise and guidance in the business processes that support the applications and integrations; ensure data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities; and support system upgrades, patches, testing and other technical projects as assigned. Employees in this classification may lead or provide guidance and direction to contract or other temporary employees.
Employees receive moderate supervision from an HRIS Analyst Supervisor or other designated administrator.
Positions in this classification are evaluated using the classification job evaluation methodology. The use of this method involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of a class specification.
The HRIS Analyst Trainee, HRIS Analyst I, HRIS Analyst II, and HRIS Analyst III are differentiated on the basis of degree of supervisory control exercised by the supervisor over these employees. The HRIS Analyst Trainee learns to perform duties under close supervision, the HRIS Analyst I performs duties under close supervision, the HRIS Analyst II performs duties under close supervision at times and under general supervision at other times depending on the complexity of the specific duty being performed, and the HRIS Analyst III performs the full range of duties and responsibilities under general supervision.
Provides technical support to HR information systems used within the State Personnel System (SPS), including, but not limited to, researching and resolving system problems, unexpected results or process flaws; and performs scheduled activities; recommend solutions or alternate methods to meet requirements;
Maintains data integrity by running queries, analyzing data and communicates this information to end users;
Assists in the review, testing and implementation of HR information system upgrades or patches; collaborate with other functional and technical support staff to coordinate application of upgrade or fix;
Provides central support for HRIS applications, integrations, helpdesk operations and/or data reporting to end users within the State Personnel Management System (SPMS) agencies, independent state agencies and universities, control agencies such as the Central Payroll Bureau, State Retirement Agency, federal government agencies, other State programs (MD New Hire Registry, Unemployment Insurance, Ethics Commission, … etc.) and various vendors contracted with the State; researches and resolves agencies’ inquiries/requests; and processes data change requests to update or correct data in the system and resolves issues and user access/security; and documents and tracks user/customer inquiries and resolutions;
Maintains current knowledge of HR operations and activities, bargaining agreements and contracts, employment related laws and regulations, personnel and payroll policies; applies HR functional knowledge in optimizing HR information system support;
Assists in developing user procedures, guidelines and documentation; trains internal staff members, new system users, agency personnel (e.g. HR representatives, managers, supervisors, administrators … etc.) on new processes and functionality;
Recommends process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy with appropriate approval;
Updates HRIS procedures and job aides for staff and end users;
May write, maintain and support a variety of integrations, reports or queries utilizing appropriate reporting tools;
May apply knowledge of HR information systems and data in extracting and analyzing current, historical, and forecasted data to support strategic workforce planning;
May lead or provide guidance and direction to contract or other temporary employee;
Perform other related duties.
Knowledge of human resource principles, practices and procedures;
Knowledge of HRIS requirements and functionality as they relate to associated business processes and integrations;
Knowledge of applicable state, federal and departmental laws, rules, regulations, policies, procedures and processes;
Knowledge of computer systems, HRIS applications, and Microsoft Office;
Knowledge of the methods and techniques of systems testing and documenting outcomes;
Knowledge of the methods and techniques used in testing of system design modifications and action plans;
Skill in analyzing data to ensure system integrity; troubleshooting to resolve issues;
Skill in creating models for test plans;
Skill in running and monitoring system processes to update employee records and other business processes;
Ability to assemble and analyze system data and recommend solutions to issues;
Ability to prepare and interpret a variety of reports;
Ability to work in a team environment to accomplish common goals;
Ability to establish and maintain effective working relationships;
Ability to meet production and project deadlines for assigned work efforts.
Education: A Bachelor’s degree in Computer Science, Computer Information Systems, Information Technology, Human Resource Management, Accounting, Business Administration, Economics, Finance, Public Administration, Psychology or another related field.
1. Candidates may substitute additional specific experience as listed above on a year-for-year basis for up to four years of the required education.
2. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in the Cyber and Information Systems classifications or Cyber and Information specialty codes in the Information Technology field of work on a year-for-year basis for the required experience and education.
1. Employees in this classification are required to obtain certification in State Personnel Management System policies and procedures and in the functionality of the Statewide Personnel System from the Office of Personnel Services and Benefits, Department of Budget and Management within six months from the time of appointment to the position. Employees are also required to obtain recertification every six months thereafter.
2. Employees in this classification may be assigned duties which require the operation of a motor vehicle. Employees assigned such duties will be required to possess a motor vehicle operator’s license valid in the State of Maryland.
Class specifications are broad descriptions covering groups of positions used by various State departments and agencies. Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.
This is a Skilled Service classification in the State Personnel Management System. All positions in this classification are Skilled Service positions. Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.
This classification is not assigned to a bargaining unit as indicated by the designation of S (supervisor), M (manager), T (agency head), U (Board or Commission member), W (student), X (excluded by executive order), or Z (confidential). As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded from collective bargaining. Additionally, certain executive branch agencies are exempt from collective bargaining and therefore, all positions in those agencies are excluded from collective bargaining.
This classification is one level in a Non-Competitive Promotion (NCP) series. NCP promotions are promotions by which employees may advance in grade and class level from trainee to full performance level in a classification series. In order to be non-competitively promoted to the next level in the NCP series, an employee must: 1) perform the main purpose of the class, as defined by the Nature of Work section of the class specification; 2) receive the type of supervision defined in the class specification and 3) meet the minimum qualifications of the classification.
August 29, 2018
Director, Division of Classification and Salary