HR Systems Analyst

United States·OntarioNormalmid

Systems AnalystBusiness Analysis & Process

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Requirements Summary

The essential duties and responsibilities of this position include, but are not limited to, the following: LOGILE Implementation Projec

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Systems AnalystBusiness Analysis & Process

At Heritage Grocers Group, LLC, how we work is defined by shared values that include absolute integrity, respect, and collaboration. But it's more than that, it's smart and highly driven people united in purpose to serve one another.

Bring your energy and unique perspective and you'll have the opportunity to grow with us professionally, personally, and financially. You'll be part of a team that genuinely cares about helping you succeed, and you'll work alongside talented colleagues, while making a difference in our communities.

POSITION SUMMARY:
We are seeking a data-driven and detail-oriented HR Systems Analyst to support our human resources information systems (HRIS) and the LOGILE Workforce Management (WFM) implementation project. This role serves as a bridge between Human Resources, IT, payroll, store operations, and vendors, translating business needs into effective system solutions. Implementation responsibilities include requirements gathering, process mapping, data validation, testing, configuration support, integration coordination, and user readiness. Ongoing responsibilities include maintaining accurate employee data, efficient workflows, reliable reporting, secure system access, and dependable integrations across the employee lifecycle.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
The essential duties and responsibilities of this position include, but are not limited to, the following:

LOGILE Implementation Project Support

Requirements & Process Mapping: Partner with HR, IT, payroll, store operations, and the vendor to document business requirements, map current and future workflows, and support alignment between HRIS processes and the LOGILE WFM implementation.
Data Readiness & Validation: Audit and reconcile employee data between ADP HCM and LOGILE, identify discrepancies, and coordinate corrections to support accurate implementation data.
Testing & Issue Resolution: Support system integration testing (SIT), end-to-end testing, user acceptance testing, and parallel reporting; document results, track defects, and coordinate resolution and retesting with business partners, IT, and the vendor.
Configuration & Integration Support: Support LOGILE configuration and adjustments based on documented requirements and Operations feedback. Validate data exchanges between HRIS, LOGILE WFM, payroll, and other connected systems, escalating technical issues to IT and vendors.
User Readiness & Rollout Support: Develop process documentation, standard operating procedures, and training materials; assist users during rollout and initial stabilization; and communicate implementation issues, dependencies, and status to project stakeholders.

HR Systems Analysis & Support

HRIS Administration & Configuration: Maintain HRIS configurations, employee data structures, business processes, workflows, and system settings across the employee lifecycle.
Data Integrity & Reporting: Audit and reconcile employee data, maintain reliable HRIS reports, and investigate data discrepancies affecting HR, payroll, benefits, and other connected functions.
Interface & Integration Monitoring: Monitor and troubleshoot routine data exchanges between HRIS, LOGILE WFM, payroll, benefits, and other connected systems, working with IT and vendors to resolve issues.
Security & Compliance Support: Maintain authorized role-based access, protect confidential employee information, document system changes, and support audit requests in accordance with company policies and applicable requirements.
User Support & Continuous Improvement: Investigate and resolve HR systems issues, escalate technical problems as needed, maintain user guidance and training materials, and recommend workflow or configuration improvements based on business needs.
Perform other duties as assigned.

SKILLS AND QUALIFICATIONS:

Bachelor's degree in Information Systems, Human Resources, Business Administration, Data Science, Computer Science, or a related field preferred.
An equivalent combination of education, training, and relevant work experience may be considered in lieu of a degree.
Minimum of 3 years of experience supporting HRIS, HR technology, or related enterprise systems required.
Experience supporting HRIS or WFM implementations, upgrades, integrations, or business process improvements strongly preferred, including requirements documentation, data validation, testing, and user rollout support.
Bilingual in English and Spanish, with ability to speak, read and write required.

Technical & System Expertise

HRIS Experience: Hands-on experience administering or configuring an HRIS platform, including employee records, organizational structures, workflows, and employee or manager self-service.
HR Process Knowledge: Understanding of employee lifecycle processes, including onboarding, job and organizational changes, benefits, time and attendance, and offboarding, and how HRIS data supports payroll and other connected functions.
Data Analysis & Reporting: Proficiency in Microsoft Excel (lookups, Power Query, PivotTables) and HRIS reporting tools to audit, reconcile, and analyze employee data.
Core Compliance & Operational Skills
Business Process & Data Governance: Ability to translate HR requirements into system configurations and workflows, maintain data accuracy, apply role-based access principles, and handle sensitive employee information confidentially.

Soft Skills & Change Management

Problem Solving & Prioritization: Ability to investigate system issues, identify root causes, document solutions, and balance LOGILE implementation commitments with ongoing HR systems support responsibilities.
Cross-Functional Communication: Ability to translate technical concepts into clear guidance for HR teams, store managers, and other system users, and collaborate effectively with IT and vendors.

Preferred Qualifications

HRIS platform certification or relevant human resources or HR technology certification.
Previous experience supporting HR systems in a grocery, retail, or other multi-location environment.
Experience with LOGILE implementation or support strongly preferred. Experience with HRIS platforms such as ADP, Workday, SAP, or Oracle, or other WFM tools such as UKG, Dayforce, or Blue Yonder preferred.

PHYSICAL DEMANDS AND WORK CONDITIONS:
The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:

While performing the duties of this job, the employee is regularly required to sit, stand, and use the hands to handle objects, tools or controls.
Successful performance requires vision abilities that include close vision and the ability to adjust focus.
The work environment is typical of an office.
Ability to lift up to 15 lbs.
The ability to report to and work from the assigned office location on a regular basis is considered an essential function of this position, subject to applicable laws and reasonable accommodation requirements.

Disclaimer:

Pay Scale starting at $79,000.00 annually.

The pay scale above is a good faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position. Within this range, individual pay is determined by multiple factors including, but not limited to, specific skills, relevant work experience, and relevant education and/or training. This information is provided to applicants in accordance with California Labor Code § 432.3 and state and local minimum wage standards.

IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.