HRIS Specialist

What we are looking for: If you are an HRIS SPECIALIST who wants to work within a collaborative, fun, HR team focused on business impact while serving our employees and striving to create the best employee experience, YOU are the ONE.

This role will be based in Vancouver, Washington.

How can YOU impact our team and our people? Here are some of the most important ways:

• Partner with HR Director as lead for HRIS system management, training, and improvements. May include platform implementation, including continued testing and configuration, security administration, report writing, system optimization post go-live, and coordination and management of cross-functional dependencies between HR, Benefits, IT, and Payroll throughout our global locations.
• Manage HRIS projects to include end user and third-party provider activities pertaining to the design, development, testing, and implementation of application products and services.
• Assist in the discovery, selection, and implementation of HRIS product solutions that position the company for the future.
• Effectively work with the HR Director and the HR team to prioritize work and establish a strong partnership with IT to ensure clear governance in how value is delivered to the end users with the goal of providing an amazing employee experience.
• Partner with IT and Parent Company HRIS Team to ensure that applications integrate into existing and planned infrastructure.
• Manage and perform HRIS training, documentation, and daily/weekly monthly reporting.
• Coordinate with IT and the user community to identify areas of improvement, recommend changes, and implement functional solutions for existing systems.
• Actively identify and resolve issues or opportunities for enhanced user experience and other HRIS integrations.
• Develop, document, and maintain all current and new HRIS business process workflows for efficiency and compliance.
• Collaborate with the HR Operations and/or Management teams to provide support for HR technology matters.
• Serve as a point of contact and listen to customer needs; manage system password resets and access concerns, explain complex technical issues and solutions in a plain and common descriptive manner.
• And YOU could do so much more to make an impact!

What should you bring with you for success:

• A positive, can-do attitude with a curious mind, ideas, and execution to get the job done as part of a team of outstanding HR professionals.
• A bachelor's degree in information systems, computer science, business administration, HR management, or similar.
• Minimum of 3 years’ HRIS experience, preferable analytics, and reporting experience.
• Proven strong understanding of HR System design and administration including maintenance experience in a global business environment.
• Advanced proficiency in database management and security. (UKG preferred.)
• Proficiency in analyzing HRIS performance metrics and improving processes.

You may want to know about us:

ConMet, a division of Amsted Industries, is a leading global supplier of wheel hubs, aluminum castings, and structural plastics to original equipment manufacturers and aftermarket channels in the commercial vehicle industry. Founded in 1964, ConMet innovation has been critical in designing, engineering, and manufacturing revolutionary technologies for trucks and trailers. Today, ConMet products are standard equipment on most heavy-duty vehicles in North America and have a growing footprint worldwide.

ConMet is committed to creating products and services that align with critical customer needs. The development of more efficient products, processes, and technology that transform the way customers run and maintain their vehicles is central to ConMet’s vision.

Diversity & Inclusion Pledge

At ConMet, differences are not ignored, but celebrated. Our goal is to encourage a deeper knowing of our people, pulling out knowledge and experiences to ignite creativity. We are committed to achieving workplace equity by intentionally creating a work environment where all people are respected, accepted and have a sense of belonging.

Because people are what drive our success, ConMet’s Diversity and Inclusion program empowers all employees to embrace their individuality and share their abilities to further our innovations, thus improving the lives of our employees and customers, and strengthening our position as a leader in our market.

Compensation & Benefits

• Base salary range: new hires generally start between $72,900 - $91,000. Placement based on qualifications and professional experience. Entire salary range: $72,900 - $109,400. Placement based on factors including qualifications, professional experience, and location.
• Targeted annual bonus based on company performance metrics as defined by Amsted Business Unit Incentive Plan is determined by position and experience levels.
• Comprehensive employee benefits package, including medical/dental/vision coverage, life and disability protection.
• Vacation plan – ConMet offers exempt employees a paid vacation benefit that provides the flexibility to take time off from work based on factors including good discretion, sound performance, and consideration of overall team and business needs.
• Paid sick leave up to 10 days (80 hours) per calendar year
• ConMet’s retirement package:
  • Participation (100% company paid) in the ConMet/Amsted Employee Stock Ownership Program (ESOP).
  • 401k match.
• Ten paid holidays per year.
• Wellness reimbursement.

ConMet provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression or any other characteristics protected by federal, state, or local laws (“Protected Characteristics”). Ensuring fair wages is an important Company value. Accordingly, the Company will not pay wages to any employee at a rate less than the Company pays to other employees for work that is substantially equivalent and requires comparable skills unless a bona fide factor justifies a pay differential. The Company prohibits pay disparity based on Protected Characteristics or prior salary history. The Company prohibits retaliation against employees for discussing compensation.