Administers, develops, and researches the Human Resources Information System (HRIS).
Configures the system to meet ongoing business needs and generates reports to support HR functions, including compensation, compliance, performance management, and workforce analytics. Ensures that data is accurately processed and maintained according to organization rules and applicable regulations. May be responsible for defining system requirements and working with external vendors to evaluate and select HRIS software and systems.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each HRIS Analyst II skill and competencie below to view definitions.
Skill definition-Applying techniques and processes in examining and evaluating raw data to derive conclusions to support business decision-making.
Level 1 Behaviors
(General Familiarity)
Describes the fundamentals of data and business analytics.
Level 2 Behaviors
(Light Experience)
Applies broad knowledge and best practices to provide data analytics services to clients.
Level 3 Behaviors
(Moderate Experience)
Communicates and interprets data to provide clarity to non-technical and technical audiences.
Level 4 Behaviors
(Extensive Experience)
Collaborates with cross-functional teams to produce data analytics key indicators and metrics.
Level 5 Behaviors
(Mastery)
Designs the conceptual, logical, and physical data models to support the analytic data requirements.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Compares the pros and cons of two benefits vendors.
Level 2 Behaviors
(Light Experience)
Collects required information to support the analysis of benefits program objective.
Level 3 Behaviors
(Moderate Experience)
Communicates benefits clearly to employees based on company policies.
Level 4 Behaviors
(Extensive Experience)
Analyzes industry trends to help improve overall benefits strategy and program offerings.
Level 5 Behaviors
(Mastery)
Analyzes current benefits costs and creates a budget spreadsheet outlining annual benefits costs.
Skill definition-Proactively defining, analyzing, and streamlining existing business processes within an organization to meet new quotas or standards of quality.
Level 1 Behaviors
(General Familiarity)
Cites basic business process improvement techniques and processes.
Level 2 Behaviors
(Light Experience)
Assists in preparing flow charts to visualize each step in the new workflow.
Level 3 Behaviors
(Moderate Experience)
Consults in the identification and resolution of process issues.
Level 4 Behaviors
(Extensive Experience)
Defines the best ways to align our new processes with the desired outcomes.
Level 5 Behaviors
(Mastery)
Designs various tools to be used for the business process improvement efforts.
Skill definition-Executing and completing a task with a high level of accuracy.
Level 1 Behaviors
(General Familiarity)
Cites steps and tips to improve attention to detail in the workplace.
Level 2 Behaviors
(Light Experience)
Keeps full attention when listening to understand the message.
Level 3 Behaviors
(Moderate Experience)
Balances between accuracy and efficiency for different tasks or programs.
Level 4 Behaviors
(Extensive Experience)
Creates and implements quality management processes for our business.
Level 5 Behaviors
(Mastery)
Defines possible hurdles to projects and creates strategies to deal with them.
There are 0 hard skills for HRIS Analyst II.
11 general skills for HRIS Analyst II, Data Analytics, Benefit Programs, Data Gathering and Analysis, etc.
6 soft skills for HRIS Analyst II, Business Process Improvement, Attention to Detail, Honesty And Integrity, etc.
While the list totals 17 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a HRIS Analyst II, he or she needs to be skilled in Business Process Improvement, be skilled in Attention to Detail, and be skilled in Honesty And Integrity.
