HR Systems Administrator

The HR Systems Admin performs functional configuration and advanced user support for technology platforms and systems, such as Performance, Goals, Succession, Employee Central, Learning, Recruiting, Onboarding, Mobile, Compensation, Time & Attendance, and Recruiting. Enhances the HR processes by utilizing system capabilities, architecture, functionality, and integration points. Collaborates with other members of the agile development team, including IT (Information Technology) and vended technology partners, as well as the product owner and scrum master on solution design and completing commitments. This role requires the individual to be onsite 3 days a week at DTE's corporate headquarters in Detroit.Span of Control: 0; Individual Contributor

• Acts as a second-tier escalation point for HR end-users who are experiencing difficulties in using the HR applications; triages inquiries; identifies underlying issues and escalates complex issues to team or direct manager when appropriate.
• Serves as a support person for human resources, third parties, internal IT, and other stakeholders to resolve functionality problems; understands HR processes and seeks out tool solutions to meet business needs.
• Partners with HR COEs (Center of Excellence) on development and maintenance of training guides & educational materials; establishes strong working relationships and communications with HR representatives to effectively support and enhance technology.
• Accountable to managing platform and system configuration that may be small, medium, or large and/or complex, including responsibility for updating of configuration workbooks and the data dictionary for assigned systems.
• Supports HR technology program governance activities and project portfolio management including intake and prioritization of new project demand.
• Contributes to the HR Technology Solutions product intake and backlog and ensure it meets HR COE (Center of Excellence), Business Analytics & Solutions, Data Security, Regulatory and vendor partner needs.
• Oversees the daily administration of the HR system, manages in house integration(s), and any integrations to 3rd party vendor solutions.
• Partners with HR Leadership and other system administrators to configure, maintain, and operate the environment to reflect and communicate our business processes, and to manage our HR events.
• Works with HR systems and/or 3rd party providers to keep up to date on biannual release system specifications, managing system changes, and communicating updates to impacted stakeholders. Creates and update system processes, procedures, and support documentation for each release, conducts and/or creates training related to SAP SuccessFactors modules.

This is a multi-track base requirement job; education and experience requirements can be satisfied through one of the following three options:

• Bachelor's Degree in business/management, or Information Technology with 4 years' experience in Human Resource Information System (HRIS) and/or Human Resources executing HR Processes. OR
• Associate's Degree in business/management or Information Technology with 6 years' experience in Human Resources Information Systems (HRIS) and/or Human Resources executing HR Processes. OR
• High School (HS) diploma with 8 years' experience in Human Resources Information Systems (HRIS) and/or Human Resources executing HR Processes.

Preferred:

• Understanding of agile project management methodology
• Success Factors (SAP) Expert Accredited
• Utility or customer-oriented industry experience
• Experience with Core HRIS/HCM technology; especially design, configuration, structure, functions, and processes SAP/SuccessFactors

Other Qualifications:

• Familiarity with data analysis and problem-solving business needs using HR systems
• Functional knowledge of HR processes, how data is used and integrated
• Understanding of GUI; radio button, pick lists, and other configuration items
• Understanding of integration concepts and tools (flat file, APIs (Application Programming Interface), connectors, etc.)
• Ability to manage and set expectations with stakeholders, displays strong negotiation skills
• Ability to troubleshoot and analyze complex issues to determine root cause, short-term workaround, and permanent fix and/or preventative measures
• Ability to work both independently and collaboratively on cross-functional teams
• Proficient in Microsoft Word, Excel, PowerPoint and working knowledge of SharePoint
• Understanding of end-to-end customer experience integration and dependencies
• Ability to communicate verbally and in writing to present and provide clear, sequential, and logical information and instructions to a broad diversity of stakeholder groups (project team members, HR professionals, vendors, technical teams, non-technical teams, etc.)
• Ability to communicate at all levels of the organization - to both technical and business audiences
• Documentation and written communication skills (SOP (Standard Operating Procedures) manuals, workbook updates, creating support tickets, etc.)
• Strong relationship skills - both internal/external

Incumbents may engage in all or some combination of the activities and accountabilities and utilize a variety of the competencies cited in this description depending upon the organization and role to which they are assigned. This description is intended to describe the general nature and level of work performed by incumbents in this job. It is not intended as an all-inclusive list of accountabilities or responsibilities, nor is it intended to limit the rights of supervisors or management representatives to assign, direct and control the work of employees under their supervision.