Position at Ingram Micro
Job Description Template
Section 1 : Identifying Information
Position Title :
Professional, HR Services (HRIS)
Job code : 150337PHL
Grade : Date Prepared :
Date Prepared : September 17, 2018
Reports to : HR Services Manager
Prepared by : Rachelle Robillos
Department : Human Resources
Business line :
Internal Partners (Support Group)
Positions reporting to this position
Target team size : n / a
Country / City : Manila, Philippines
Section 2 : Position Summary
Responsible for the development and administration of HR systems. Analyzes business requirements and determines hardware and software requirements to meet data management needs.
Develops or modifies programs to ensure the effective storage, retrieval and reporting of employee data. Ensures integrity of HR databases and provides HRIS systems support to end-users.
May develop integrated web-based HR programs. Effectively maintains employee information that meets the organization's legal obligations.
Prepares and / or supervises the production of statistical summaries and special reports from the HRIS involving employee skills, pay grades and performance data, payroll information or other employee information.
May assist in the development of systems specifications, design and development from the end user perspective.
Section 3 : Responsibilities, Supporting Actions & End-Results
Major Responsibility : Employee Data Management
Main Job Tasks and Responsibilities
Provides customer service to and supporting the Manila HR needs of the business by implementing, maintaining, and administering Site and Global HRIS technology, tools and processes.
Defines functional business requirements, performs fit / gap analysis, data mapping, and system testing
Ensures smooth flow of data from HRIS to the payroll system as well as accuracy of data (audits).
Develops and conducts periodic audits to ensure data integrity.
Schedule and perform regular file updates, mass data changes, conversions, and data updates to the HRIS.
Develops and maintains HR database - manual filing systems, inventory, employee vacation and sick leave tracking (soft and hard copies)and reporting methodology, soft and hard copies of employees’ 201 files.
Responsible for ensuring accuracy of employee and company databases, HRIS platform and other tracking / databases (including manual tracking and documentation).
This position manages the Human Resources Information System platform to ensure integrity of employee data used for payroll processing, company and governmental reporting and other required reports.
The incumbent ensures analysis of data and generation of reports to ensure legal compliance and to monitor, audit and maintain the integrity of information going into and coming out of the system.
Development of new processes to support the efficient, effective, and compliant use of HRIS system(s).
Identify inefficiencies in existing processes, develop, and implement new processes to eliminate these inefficiencies.
Acts as consultant for GBS HR and business partners to identify project opportunities, alternative solutions and make recommendations.
Participate in the implementation of technology solutions to maximize reliability, functionality and integrity while minimizing costs and processing time.
Quickly understand the business issues, data challenges and continuous improvement opportunities of GBS HR processes or systems Lead in transfer of business and technology knowledge to the GBS Human Resources organization.
Initiate interaction with Corporate HR, IS, COE and other functions to research and identify alternatives that will provide cost savings and / or increased operating efficiencies.
Communicate with all areas to ensure a smooth, efficient process.
Promote customer-oriented thinking to foster process-centric environment within GBS HR.
Perform problem determination and resolution within their area of knowledge.
Act as a Gatekeeper for the HR Folder in SharePoint.
Acts as a POC for all HR Platforms.Translate business requirements into functional specifications.
Participate in and / or coordinate required testing / validation of system fixes. May include creating the actual test cases.
Section 4 : DecisionMaking Authority Level
Guidelines : Describe the authority held by the position by listing the main decisions that the position is free to make and explain the decisions that depend on the position’s advice.
May recommend solutions and options based that would best fit to situation and associate’s needs
May determine methods and procedures on new assignments.
May give direction to lower level administrative associates
Section 5 : Scope / Dimensions
Guidelines : List the main quantitative measures that define the size and scope of the position (headcount, budget, profit dollar target).
Section 6 : Job Qualifications and Educational Requirement
Guidelines : Provide the education, experience, skills and competencies necessary to perform the position.
Minimum of a Bachelor’s degree with equivalent 5 yearsHR , consulting or business management experience.
At least 3years of experience in handling HRIS work or HRIS or human resources experience preferred
Strong knowledge on MS Office, particularly Visio, PowerPoint, and Excel is required
Workday, SAP, Kronos knowledge and other HRIS Platform is a plus
Drives ResultsSelf-directing to get resultsHigh level of past achievementHigh task orientationWilling to sacrifice to get resultsPersists in accomplishing the objectives despite obstacles and setbacksHas a track record of exceeding goals successfully
Decision QualityMakes sound decisions, even in the absence of complete informationRelies on a mixture of analysis, wisdom, experience, and judgment when making decisions
Communicates EffectivelyIs effective in a variety of communication settings, 1 : 1, small, large groups, or among diverse styles and position levels.
Attentively listensProvides timely and helpful information to others across the organization
Manages ComplexityAsks the right questions to accurately analyze situationsAcquires data from multiple and diverse sources when solving problemsEvaluates pros and cons, risks and benefits of different solution options
Section 7 : IM Competencies
Guidelines : Provide the IM Competencies necessary to perform the position.
Generally aware of new trends in field
Sometimes learns new concepts
Sometimes aware of personal weaknesses
Generally sets self-development goals
Relates comfortably with people across levels, functions and culture
Acts with diplomacy and tact
Builds rapport in an open, friendly and accepting way
Builds constructive relationships with people both similar and different to self
Some recognition of job conflict
May suggest solutions to conflicts
Some tolerance of difficult people
Follows through on commitments
Is Seen as direct and truthful
Practices what he / she preaches
Shows consistency between words and actions
Adequate emotional control
Shows temper only with provocation
Reasonably calm under criticism
Some ability to manage conflict