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 I 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)
Explains how to interpret data analytics and metrics to drive better business decision-making.
Level 2 Behaviors
(Light Experience)
Documents data requirements for projects by working with business users.
Level 3 Behaviors
(Moderate Experience)
Provides and leverages data analytics solutions to mitigate business risk and handle setbacks.
Level 4 Behaviors
(Extensive Experience)
Monitors data sources used for analytics to update data and meet quality standards.
Level 5 Behaviors
(Mastery)
Establishes performance metrics focused on Data Analytics to track optimization opportunities.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Lists the factors that should be considered in the development of the benefits objectives.
Level 2 Behaviors
(Light Experience)
Responds to employee inquiries regarding benefits program.
Level 3 Behaviors
(Moderate Experience)
Reviews cost and usage rates of existing benefit programs to assess actual and perceived value.
Level 4 Behaviors
(Extensive Experience)
Oversees the development of the benefits objectives to ensure comply with overall strategic goals.
Level 5 Behaviors
(Mastery)
Keeps current on latest state laws and regulations impacting employee benefit programs to ensure compliance.
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-Executing and completing a task with a high level of accuracy.
Level 1 Behaviors
(General Familiarity)
Lists the traits of an employee showing great attention to detail.
Level 2 Behaviors
(Light Experience)
Utilizes specific approaches and tools for checking and cross-checking outputs.
Level 3 Behaviors
(Moderate Experience)
Uses tools to organize and monitor work progress.
Level 4 Behaviors
(Extensive Experience)
Manages training to improve staffs' concentration and attention to detail.
Level 5 Behaviors
(Mastery)
Learns from previous works' strengths and weaknesses to guide new projects.
There are 0 hard skills for HRIS Analyst I.
10 general skills for HRIS Analyst I, Data Analytics, Benefit Programs, Data Gathering and Analysis, etc.
6 soft skills for HRIS Analyst I, Business Process Improvement, Attention to Detail, Honesty And Integrity, etc.
While the list totals 16 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 I, he or she needs to be proficient in Business Process Improvement, be proficient in Attention to Detail, and be proficient in Honesty And Integrity.
