HRIS Specialist (PST Based)

Description

You spend more than half of your waking hours working. Make these precious, fleeting moments matter by working for an organization and a cause you can believe in.

Western Growers exists for one reason only: to ensure the future viability of its members – the hard-working, salt-of-the-earth farmers who grow the fruits, vegetables and tree nuts that feed our nation and nourish our bodies.

Our members depend on us to help them remain competitive and profitable as they face challenges that make it increasingly difficult and expensive to do business. Our goal is to fight for them– heart and soul –every single day. We passionately advocate, facilitate technological advancements and provide insurance for our members. We do all of this, and more, from a position of leadership in the agriculture industry. This mission requires a team of intelligent, inquisitive and innovative individuals connected for our common purpose.

The core company philosophy that strengthens our mission is that everything starts with people. Every employee of the organization has access to research-based training to encourage and support Outward Inclusion philosophy and our DEI initiatives. As an element of this training, employees are encouraged to recognize that there isn’t a work life and a home life, there is one life. This recognition throughout the organization emphasizes the value of finding a healthy and happy balance in every employee’s life. One way that is realized for employees of Western Growers is flexible work arrangements with work-from-home, in-office or hybrid options.

At Western Growers, we recognize and welcome the many qualities you can bring to the team.

Grow with us.

Compensation: $72,186 - $85,000 with a rich benefits package that includes profit-sharing.

Job Description Summary

This position reports to the Manager, Human Resources. The Human Resources Information Systems (HRIS) Specialist is the technical and systems point of contact for the Human Resources department. This incumbent is responsible for the support, maintenance, and improvement of all HR systems and related processes. Additionally, will create and maintain all reporting capabilities within Human Resources by maintaining and improving the HR data model to allow automated delivery of information to key stakeholders. The HRIS Specialist focuses on initiatives to automate and streamline systems data integration, and reporting capabilities, ensure data integrity, and maintain security controls for end users. This incumbent is also responsible for administering and maintaining the organization’s compensation program. They will collaborate with managers and the recruiting team to implement a centralized, harmonized and seamless compensation structure.They may also support the Human Resources team with HR operational duties.

Qualifications

• Bachelor’s degree and two (2) to four (4) years of experience developing, implementing, and managing core HRIS technology, with at least two (2) years in Compensation Management preferred or equivalent work experience.
• Human Resources Information Professional (HRIP) certification a plus.
• Intermediate experience using Microsoft Power Platform (PowerBI, Power Automate, Tableau) required.
• Intermediate ability to write Data Analysis Expressions (DAX) and/or Power Query.
• Intermediate database management and reporting skills.
• Intermediate Microsoft Visio skills and experience documenting HR processes.
• Advanced Microsoft Excel skills.
• Experience with implementation and upgrades of HRIS systems.
• Strong attention to detail and organizational skills.
• Experience in handling confidential information with a high degree of discretion.
• Ability to communicate effectively across all levels of the organization.
• Ability to work well in teams or independently.
• Ability to prioritize and manage multiple projects and deadlines.
• Internet access provided by a cable or fiber provider with 40 MB download and 10 MB upload speeds.
• Home router with wired Ethernet (wireless connections and hotspots are not permitted).
• A designated room for your office or steps taken to protect company information (e.g., facing computer towards wall, etc.)
• A functioning smoke detector, fire extinguisher, and first aid kit on site.
  
  

Duties And Responsibilities

Information Systems Management

• Manage daily HRIS operations, including security access, maintenance, administration, and systems integrity of all HR systems (e.g., Paycom, Payfactors, Saba Talent Space, Happy Fox, etc.).
• Serve as the systems and process expert for implementations, upgrades, and configuration changes to align with business needs.
• Promptly troubleshoot, research, and escalate system issues as necessary, ensuring that users are updated on the status.
• Lead systems updates/upgrades, working with vendors (internal and external) to test changes to ensure systems and processes are working as designed.
• Communicate system and process changes to business units across the organization.
• Assist in developing training documentation, system configurations, and programming documents, intended for training employees.
• Support HR projects, including the annual benefits enrollment, 3A performance reviews, merit increase process, department audits, training, etc.
• Provide support to payroll activities including writing job aids, commencing audits, increasing efficiencies and automation.
• Act as liaison for employees and management to answer questions regarding HRIS systems and data policies, practices, and regulations.
• Manage all HRIS vendor relationships and contracts.
  
  

Data Integrity Management

• Prepare, maintain, and update employee and position data for the HR information system.
• Maintain and support HR applications; ensure data integrity, specifically salary ranges and all data pertaining to compensation by regularly reviewing and auditing data flow and troubleshooting issues.
• Manage data analysis and reporting needs for the HR department.
• Proactively identify areas where HR data is not current and work with HR functions to develop and implement ways to improve data quality.
• Create custom ad hoc reports and queries and maintain a library of reports.
• Design, analyze, and provide statistical reports for the HR/Organizational metrics dashboard. This includes collecting, analyzing, and presenting data.
• Maintain and improve HR data model to allow automated information delivery to key stakeholders.
• Assist in creating useful tools, reports and methods for HR subject matter experts to execute their respective functions.
• Work with IT to maintain the Active Directory and maintain distribution lists.
• Work with IT and other HR functional areas to develop and maintain the HR SharePoint page.
• Prepare and assist with submitting compliance reports annually (e.g., EEO-1, CA Pay report, etc.)
  
  

Compensation Management

• Ensure the integrity of the WGFC Compensation Structure remains intact, as designed and is managed, according to the philosophy and strategy.Maintain and audit compensation-related information, such as job codes, salary ranges and grades, etc.
• Function as a subject matter expert and support management regarding fair labor standard act classification, total cash compensation (TCC) and other pay related issues.
• Interpret the Compensation Philosophy and pay strategy and apply them to pay practices and policies. Factor respective state and federal law as they relate to compensation.
• Conduct review of job levels, assess and make determinations regarding requests for new job titles, and update job descriptions in conjunction with HR and management.
• Assist the recruiting team, when asked, with offer recommendations for external and internal candidates.
• Ensure pay practices are compliant with all federal, state, and regulatory laws/requirements.
• Assist, as an internal consultant, with projects and initiatives related to compensation.
• Conduct benchmarking and data analysis to formulate recommendations for specific positions.
• Consult with HR senior management to provide suggestions and interpretation of compensation policies and programs. Evaluate requests for changes and updates.
• Conduct market research to formulate and support compensation recommendations. Participate in the development of the annual wage plan for the organization.
• Provide compensation guidance, training, and regulatory updates to HR and Leadership.
• Ensure completion of all required salary surveys (e.g., Mercer).
  
  

Other

• Utilize all capabilities to satisfy one mission — to enhance the competitiveness and profitability of our members. Do everything possible to help members succeed by being curious and striving to understand what others are trying to achieve, planning, and executing work helpfully and collaboratively. Be willing to adjust efforts to ensure that work and attitude are helpful to others, be self-accountable, create a positive impact, and be diligent in delivering results.
• Maintain internet speed of 40 MB download and 10 MB upload and router with wired Ethernet.
• Maintain a HIPAA-compliant workstation and utilize appropriate security techniques to ensure HIPAA-required protection of all confidential/protected client data.
• Maintain and service safety equipment (e.g., smoke detector, fire extinguisher, first aid kit).
• All other duties as assigned.
  
  

Physical Demands/Work Environment

The physical demands and work environment described here represent those that an employee must meet to successfully perform this job’s essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to communicate with others. The employee frequently is required to move around the office. The employee is often required to use tools, objects, and controls. This noise level in the work environment is usually moderate.