Triumph Group
Based in Radnor, PA, TRIUMPH’s Corporate Headquarters is located approximately 13 miles west of Philadelphia, in the Main Line suburbs. The office is strategically positioned near the Blue Route (I-476) and the Schuylkill Expressway (I-76) for a convenient vehicle commute. With an exclusive shuttle service offered on property, the office offers close proximity to public transportation to stations for SEPTA’s Paoli/Thorndale Line and Norristown High Speed Line. Radnor and its nearby communities offer shopping, entertainment, and award-winning restaurants.
Position Description
We are seeking a motivated and detail oriented HRIS Analyst to join our team!
The HRIS Analyst supports all HR systems from a configuration, data and reporting standpoint working closely with IT, HR, and end users across the organization. The HRIS Analyst is involved in all system lifecycle activities, from requirement gathering, implementation, testing, integrations, post-go live support, upgrades and reporting as well as working to streamline and standardize processes and data throughout the organization
Responsibilities
- Collect, analyze, and prioritize requirements from the business as it relates to HR system, data, process, and reporting changes; research system capabilities and propose best practices to fulfill these needs
- Work with the HRIS team to implement, test, and document system changes; align such changes with internal change control processes and audit requirements and coordinate changes with IT and vendors as required
- Maintain data integrity in systems by performing regular audits, analyzing data, and working with Local HR to correct data as needed
- Develop, execute, and distribute reports as needed and requested and develop reporting standards to streamline regular reporting requests
- Work with HR and IT to refine processes, standards, and workflows that maximize efficiency and data integrity across all HR systems
- Create and maintain system and process documentation as well end-user training guides
- Support SAP SuccessFactors release management by ensuring relevant new features are reviewed, tested, documented, and applied as required.
- Other duties, as needed
Qualifications
- Bachelor’s Degree
- 3+ years of experience with Human Resources & HRIS systems
- 2+ years of experience in SuccessFactors including but not limited to implementations and post go-live support, end user support, system configuration, and role-based permissions. Experience should be with at least 3 of the following SuccessFactors modules; Employee Central, Recruiting, Onboarding 2.0, Learning, Performance and Goals, Succession, Compensation and Variable Pay.
- Good knowledge of Microsoft software and reporting tools, including Word, Power Point, Excel, and Power BI
- Data report writing skills in different tools – SuccessFactors tools such as Ad hoc Reporting, ORD and integrating with external reporting tools is desired
- Good understanding of HR processes and procedures
- Strong and positive service-oriented attitude with the ability to assist end-users to resolve problems or questions
- Interpersonal skills and the ability to develop and maintain effective business relationships with people at all levels within the organization.
- Experience and maturity to handle confidential and sensitive information.
#LI-Hybrid
Benefits:
- Comprehensive medical, dental and vision coverage with plan options that provide flexibility and choice (including telehealth options)
- Healthcare spending accounts
- Paid parental leave
- Paid/flexible time off in addition to paid company holidays
- 401(k) with company match
- Employee Stock Purchase Plan
- Disability and life insurance
- Incentives and performance-based rewards
- Exciting growth and development opportunities empowered by our TRIUMPH Transformation and an entrepreneurial environment that encourages innovation and creativity
Work Environment and Physical Demands:
The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. 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 sit, talk, or hear. The employee frequently is required to stand, walk, and use hands to finger, handle, or feel objects, tools, or controls. The employee is occasionally required to reach with hands and arms: stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 50 pounds.
Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.
"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (“ITAR”) and the Export Administration Regulations (“EAR”), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).
Equal employment opportunity, including veterans and individuals with disabilities.
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