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Form of workFounded in 1912 as an adoption agency, Canopy Children's Solutions is Mississippi's most comprehensive nonprofit provider of children's behavioral health, educational, and social service solutions. Canopy employs a diverse group of mission-driven individuals committed to honoring the voice of Mississippi children and families. Being an integral part of the Canopy team involves committing to the Core Values that drive our organization forward:
- The voice of our children and families always comes first
- Relationships matter and our differences make us stronger
- We take great joy in service to others
- Our families and our communities deserve our very best
Canopy has been designated a Great Place to Work® for the fourth consecutive year, and is one of only eight companies in Mississippi to qualify for this certification in 2023-2024. Canopy's employees are charged with building a healthy work culture within their teams, that focus on trust, and the collective goal of helping kids thrive and families to overcome extraordinary challenges.
We offer a comprehensive benefits package for all eligible full-time employees. Benefits include, but are not limited to:
- Competitive Compensation
- 403b Retirement Plan with Match
- Medical, Dental, Vision Insurance
- PTO/Vacation
- Employee Wellness Program and Counseling Services
HRIS Analyst Overview:
The HRIS Analyst is responsible for aligning Canopy's systems, solutions, and analytics strategy with the broader HR, business, and technology strategy. The HRIS Analyst role will support, enhance, and implement solutions in partnership with HR functions, including Talent Acquisition, Onboarding, Compensation, Benefits, Payroll, Talent Management, Learning and Development, HR Business Partners, and Compliance. The HRIS Analyst will consult with partners to understand their strategic goals and initiatives, help influence the HRIS roadmap, deliver capabilities to achieve those goals, and create meaningful reporting and analytics to illustrate success.
Job Responsibilities:
- Collaborates with executive leadership and HR staff to identify HRIS system improvements and enhancements; works on recommendations and implements these new solutions.
- Ensures system compliance with data security and privacy requirements
- Provide expertise in the analysis, design, development (e.g., configuration), testing, and deployment of new system functionality, upgrades, or patches on the HRIS system UKG.
- Administer, maintain, and update HRIS technology systems to drive data accuracy and integrity consistency. Run periodic data audits to drive completeness further and train super users on necessary data entry procedures and enhancements.
- Utilize proven project management skills by leading the project directly or partnering with designated teams to ensure projects are completed on time and within budget.
- Troubleshoot production issues through proper analysis, defect identification, and resolution procedures. Document Root Cause Analysis (RCA) when appropriate, escalate broader vendor system or service issues through incident tickets
- Manage vendor relationships by serving as the key liaison between them and HR stakeholders, holding periodic meetings, and escalating system issues or concerns.
- Perform security administration by reviewing requests and granting user access and permissions commensurate with the functions and duties of the user's job. Perform periodic audits to drive and enforce consistency in assignment among HR functional areas.
- Document and maintain all HR technology systems' requirements, configurations, processes, procedures, and data flows with applicable logic and criteria for reports and integrations with internal systems and third-party vendors.
- Perform and/or coordinate any lifecycle testing (e.g., quality assurance, system integration, user acceptance, etc.), including creating test plans, building baseline test scripts, and obtaining approval for deployment.
- Partner with the Learning and Development and Finance teams to develop and maintain user procedures, guidelines, and documentation to train HR and finance colleagues at the time of hire or when implementing new system functionality.
- Provide training to end users during project rollout as needed.
Required Qualifications:
- Bachelor in Information Systems or related field
- A minimum of 3 years of experience.
- The candidate must have functional knowledge and support of HR processes and functions, such as Recruiting, Onboarding, Compensation, Benefits, Performance, Succession Planning, Learning, Payroll, and any other general HR processes.
- Technical experience in providing analysis, system administration, hands-on configuration, and implementations of Human Capital Management (HCM) systems, preferably with UKG, is required.
- Must demonstrate a strong understanding of project management concepts and software development lifecycle (SDLC) methodologies, including but not limited to conducting business process analysis, planning and design, configuration and development, testing, and deployment.
- Excellent verbal and written communication and interpersonal skills.
- The ability to work collaboratively and cross-functionally to obtain information or solve problems supporting common goals.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)
