Why Us?

At Par Health, we believe great healthcare is built on getting the essentials right. We’re looking for passionate, talented individuals who share our commitment to improving lives. With a global workforce, we lead with pride and purpose—prioritizing quality and safety while fostering a culture of continuous improvement, accountability, and teamwork. Elevating the Essentials isn’t just our tagline, it’s the higher standard we live by every da

y.

Job Description Sum

mary

The HRIS Analyst has the primary responsibility for supporting global enterprise HR technologies and applications. This incumbent will demonstrate an ability to troubleshoot issues, execute on data and analytics needs, and provide guidance to clients and stakeholders on projects that necessitate HR data involv

ement.Additionally, the incumbent will be responsible for HRIS configuration as it relates to security, workflows, and business processes as it relates to HCM, Talent and Compensation Planning functionality. The incumbent will also be responsible for process improvements, and reporting development, design and analytics. This role will support and collaborate with our key operations partners to provide systems guidance, develop solutions, and build technical solu

tions.

Job Des

cription

HRIS Development &am

p; SupportSupports and maintains the HCM system. Partners wit

h the HRISTeam and IT to collaborate on system integrations between HR systems and other business/vendor applications. Works with the HRIS Team to develop recommendations to improve utilization of systems functionality and implements as ap

propriate.
Busines

s ProcessesContinually monitors HR/client information needs and designs new or modifies existing processes to meet changing requirements. Collaborates with HR/Payroll/IT to address functionality issues and to discover and define business requirements. Provides troubleshooting and technical assistance

as needed.
Technic

al ExpertiseAdvise on projects involving the analysis, design, testing, implementation and support for HR

Operations.
Documentation &a

mp; Work FlowDevelops and maintains user procedures, guidelines and documentation. Collaborates with HR Operations colleagues to recommend and design workflow solutions and business process improvements. Conducts in-house system training programs to end-users as needed; develops and maintains up-to-date end user training manuals a

nd materi

als.
ReportingDevelops and designs a variety of reports utilizing reporting tools. Acts as the fundamental point of contact for the creation of all custom and ad hoc reporting requests, with a strong focus on AAP, EEO, VETS and Diversity reports and dashboards. Help maintain data integrity in HR systems by running basic queries and analyzing data. Provides analytical support for issues with the HRIS, Payroll, and Recruiting systems and other HR functions. Develops ad hoc queries and customized reports to me

et user ne

eds.
ComplianceProduce and audit all government requests and requirements to ensure alignment with protocols/documentation. Ensures the proper audits are being completed to ensure data integrity

is maintained.
Implementation

s & UpgradesSystem lead for Total Rewards implementations and upgrades. Review functionality, impact to HR activities, and implementation schedules. Develops system requirements and tests new system processes a

nd train

s users.
SecurityCreates and maintains HCM security roles; evaluates the data restriction requirements and manipulates the user-based and role-based system security to accommodate

the requirements.
Performs related

tasks as reque

sted

QualificationsMinimal acceptable level of education, work experience and certifications

required for the job
Edu

cation and ExperienceBachelor’s Degree in Computer Science, Business, Human Resources, or related subject matter or Com
mensurate experience.Strong knowledge and background of HR Data and Analytics/Das
hboarding is requiredStrong knowledge of AAP, EEO, and VETS analyti
cs strongly preferredComprehensive Human Resources experience is required, with a minimum 1-3 years of experience in a H
uman Resources field.Minimum 1 year of Workda
y experience requiredExperience implementing and supporting HRIS applications. Workday experience is required; Workday Compensation Planning
experience is a plusExperience with Workday integrations with ADP and other downstream systems
is highly preferred.Experience with self-service systems, workflows an
d processes preferredExperience in designing and delive
ring systems trainingExperience working with HR master data and related support systems is required. High proficiency and knowledge of Microsoft Windows applications, especially Excel. Experience working with spreadsheets and d
atabases is required.Experience with report writin

g and desi

gn required
Knowledge Working knowledge of Workday HCM, concepts and
configuration requiredWorking knowledge of Workday Security, Talent and Abse
nce Tracking preferredProblem solving and technical expertise in the design, development testing and deployment of
business applicationsAdvanced skill in working in Excel to manipulate and compare dat
a from various systemsAbility to evaluate new technologies/software and making approp

riate recommendations.

Skills & Abilities Ability to compare data from different sources to draw conclusions. Uses qualitative/quantitative measurement and data collecti
on in design principlesStrong analytical, technical and problem-solv
ing skills are requiredSignific
ant attention to detailMust be able to work well under pressure and maintain a high level of profe
ssionalism and courtesyMust have strong interpersonal skills
and be self-motivated.Working knowledg
e of other HR functionsExcellent oral and writt
en communication skillsAbility to maintain strict confidentiality, multi-task and meet strict dea
dlines and deliverablesAbility to effectively prioritize competing and constan

tly changin

g priorities
DISCLAIMER:The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees as

signed to this

position.

EEO Statement:

We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absenc

e, compensation and training.

Par Health

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