Professional, HRIS-PHL
Ingram Micro
Taguig City, Philippines
1d ago

Job Description

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

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
  • Foundational Competencies

  • 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.

    Differentiating Competencies

    Self-Development

  • Generally aware of new trends in field
  • Sometimes learns new concepts
  • Sometimes aware of personal weaknesses
  • Generally sets self-development goals
  • Interpersonal Savvy

  • 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
  • Instills Trust

  • Follows through on commitments
  • Is Seen as direct and truthful
  • keeps confidences
  • Practices what he / she preaches
  • Shows consistency between words and actions
  • Being Resilient

  • Adequate emotional control
  • Shows temper only with provocation
  • Reasonably calm under criticism
  • Some ability to manage conflict
  • Occasionally defensive
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