Credit Analysis Manager jobs in Massachusetts

Overview

Make an impact at Analysis Group (AG), where we provide our clients with thoughtful, pragmatic solutions to their most challenging business and litigation problems. AG is one of the largest private economics consulting firms, with more than 1,200 professionals across 14 offices in North America, Europe, and Asia. Since 1981, we have provided expertise in economics, finance, health care analytics, and strategy to top law firms, Fortune Global 500 companies, and government agencies worldwide. Our internal experts, together with our network of affiliated experts from academia, industry, and government, offer our clients exceptional breadth and depth of expertise. 

Summary:

We are seeking an experienced HRIS professional to manage our HRIS operations and related technology and support us through an implementation of a new HRIS.  This role administers AG’s HR tech ecosystem (HRIS plus adjacent technology such as our ATS, performance management software, and intersections with non-HR systems like payroll, etc.).

This role will combine strong proficiency in HRIS with a strong knowledge of HR processes and user requirements to supervise our daily HRIS operations.  At the core of this role is a business-minded individual who can see the big picture around end-to-end HR processes, propose new and/or changes to those processes as needed, and help determine the appropriate technology to support those modifications.  This role will collaborate with internal stakeholders, external vendors and work closely with IT to translate business needs into technology solutions that enable efficient processes and a high-quality user experience.  

In addition, we are seeking a candidate with experience supporting a HRIS implementation, as that will be a significant part of the role’s mandate.

Our HR Technology function is growing and we are putting dedicated expertise behind it.  For the right candidate, this is a tremendous opportunity to professionalize our use of HR technology, enable major upgrades to it, and shape our HR processes and systems to meet the needs of our growing firm.

Essential job functions and responsibilities:

• Evaluate current HR processes, technology and user requirements to develop technology solutions in support of business priorities.
• Advise on best practices for optimizing existing HR tools and identify opportunities for improvement and automation in HR processes.
• Must be able to envision big picture and design for end-to-end needs, as role involves both a tactical / technical and strategic component.
• Assist in managing full implementation of new system. Serve as lead liaison between HR, IT, external vendors, and other stakeholders on this project.
• Implement new HRIS functionality by understanding end user needs and data flows, building streamlined processes, and supporting technical design, testing, and deployment.
• Identify and develop key business reporting and management dashboards for HR leadership.
• Oversee daily workflow of HRIS operations and HR technology team, with particular focus on helping team members build technical expertise.
• Provide technical support, trouble shooting, and guidance to HR team and other users.
• Manage system permissions, access, and other system settings for users.
• Work with security, compliance and legal on management of firm’s HR data, including governance of this data and protocols around its entry, integrity, and outflow.
• Ensure system compliance with data security and privacy requirements. Create guidelines for data consistency and monitor integrity of data entry into HR systems. Work with HR teams entering data to ensure consistent application of best-practice protocols.
• Review releases for new functionality; support feature releases, working with users, IT, vendors, and other support teams to understand downstream impacts of system enhancements.
• Understand flow of information from HRIS to other systems and consider impacts of enhancements to HRIS to other business systems and processes.

Qualifications:

• Bachelor’s degree required.
• Minimum of 5 years of HRIS experience with exposure to HR technology across multiple HR functions (i.e., benefits, talent acquisition, performance management, compensation, etc.).
• Prior experience managing direct reports and proven ability to develop less experienced team members.
• Ideal candidate will have experience with professional services firms and a global workforce.
• Highly technical understanding of, and direct experience with, Workday and/or UKG required.
• Prior experience supporting successful HRIS implementation or similar change initiative preferred.
• Familiarity with reporting tools and HR data flow into such tools; through understanding of database construction.
• Strong understanding of HR processes and practices, security, data integrity, system configuration and design, and release management process.
• Excellent project management and communication skills, including the ability to translate between technical and business groups.
• Ability to understand and consider the downstream impact of technology changes on other systems and/or processes and integrate those considerations into solutions.
• An inclusive and growth-oriented mindset, strong interpersonal skills, and an ability to work across differences.
• To the extent permitted by applicable law, eligible candidates must be authorized to work in the United States without sponsorship or restriction, now and in the future.

Analysis Group embraces diversity and equal opportunity in a deep and meaningful way. We are committed to building teams that represent a variety of backgrounds, perspectives, and skills. The more inclusive we are, the better our work will be.

We provide equal access and opportunities regardless of sex, sexual orientation, gender, gender identity, gender expression, age, religion, race, color, ethnicity, national origin, ancestry, mental and physical ability or disability, medical condition, genetic information, citizenship status, socioeconomic status, veteran and military status, or membership in any other class protected under applicable law. We encourage candidates of all backgrounds to apply.

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• Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
• Please view Equal Employment Opportunity Posters provided by OFCCP here.
• 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)