Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data.
Reviews data input and output reporting for accuracy. Monitors and improves data collection and reporting procedures for efficiency.
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 Supervisor skill and competencie below to view definitions.
Skill definition-Creating and implementing innovative strategic plans and solutions to address customer concerns and needs and meet service delivery expectations.
Level 1 Behaviors
(General Familiarity)
Lists most commonly used tools in service delivery.
Level 2 Behaviors
(Light Experience)
Reports issues and negative experiences encountered by customers to improve service delivery.
Level 3 Behaviors
(Moderate Experience)
Prepares surveys to identify customer rating on delivered services compared to their expectations.
Level 4 Behaviors
(Extensive Experience)
Oversees the overall service delivery process to improve quality and maintain customer satisfaction.
Level 5 Behaviors
(Mastery)
Improves existing processes to streamline the delivery of top-notch services and meet customer demands.
Skill definition-The ability to work with, utilize, maintain, troubleshoot and update the HR related system or software to manage HR data.
Level 1 Behaviors
(General Familiarity)
Lists the basic information system tools and understands the tools' features.
Level 2 Behaviors
(Light Experience)
Troubleshoots and resolves HRIS-related technical and procedural questions and or system issues.
Level 3 Behaviors
(Moderate Experience)
Reviews HRIS system design and configuration for system modifications to improve HR processes.
Level 4 Behaviors
(Extensive Experience)
Recommends and implements technical solutions that enhance efficiencies and performance.
Level 5 Behaviors
(Mastery)
Leads the strategic direction of the HRIS system to ensure HR is meeting our technology needs.
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)
Names various methods used to practice business process improvement.
Level 2 Behaviors
(Light Experience)
Suggests changes to the existing processes and structure in our business.
Level 3 Behaviors
(Moderate Experience)
Recommends the business process management system that meets our business needs.
Level 4 Behaviors
(Extensive Experience)
Resolves underlying issues that bring about the business process bottlenecks.
Level 5 Behaviors
(Mastery)
Restructures ways to align business processes with organizational goals.
Skill definition-A set of written instructions that describes the step-by-step activities to complete tasks in compliance with business standards and industry regulations.
Level 1 Behaviors
(General Familiarity)
Describes the purposes and benefits of Standard Operating Procedures (SOP).
Level 2 Behaviors
(Light Experience)
Documents the SOP drafts and outlines for final approval.
Level 3 Behaviors
(Moderate Experience)
Implements the use of SOP throughout our business to drive efficiency.
Level 4 Behaviors
(Extensive Experience)
Enhances the SOP management system to improve efficiency and user experience.
Level 5 Behaviors
(Mastery)
Designs a Standard Operating Procedure (SOP) strategy to align with our business objectives.
There are 0 hard skills for HRIS Supervisor.
4 general skills for HRIS Supervisor, Service Delivery, Human Resource Information System (HRIS), Human Resources Operations, etc.
8 soft skills for HRIS Supervisor, Business Process Improvement, Standard Operating Procedures (SOP), Project Management, etc.
While the list totals 12 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 Supervisor, he or she needs to be skilled in Business Process Improvement, be skilled in Standard Operating Procedures (SOP), and be skilled in Project Management.
