HR Time and Attendance Analyst

Job Summary:

Assists in the accurate preparation, processing, and balancing of time and attendance system to support compensation processes and play a vital role in ensuring compliance with various legislations.

Key Responsibilities:

Assists with the proper operation of the time and attendance system; understands time reporting rules and requirements; monitors the system for proper functioning. Initiates and monitors helpdesk inquiries; escalates for appropriate resolution Troubleshoots and resolves basic issues. Contributes to the timely and accurate resolution of time and attendance system issues which may include historical edits, password resets, access requests, time management reporting. Serves as an internal resource on payroll and time management topics. Provide superior customer service—respond courteously, accurately and in a timely fashion to time and attendance questions and requests. Provides input to continuous improvement projects and initiatives; supports the development and maintenance of time and attendance process documentation. Ensures data completeness and accuracy that meets pay cycle deadlines including required approvals. Ensures data meets all legal, contractual, and governance requirements.

3 + years of UKG Pro WFM/ Kronos experience. 
1-2 years of customer service experience for a large organization and/or in a fast-paced environment. 
Proficient in Microsoft Excel. 
Strong attention to detail and problem-solving skills. 
Commitment to continuous learning and understanding of work and leave regulations. 
Professional attitude and strong communication skills. 
Demonstrate time management and organizational skills to work efficiently while maintaining quality standards. 
Able to prioritize workload and meet payroll processing deadlines. 

Competencies:
Action oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.

Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Customer focus - Building strong customer relationships and delivering customer-centric solutions.

Decision quality - Making good and timely decisions that keep the organization moving forward.

Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.

Instills trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.

Human Resources Business Process Execution - Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs.

Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.

Human Resources Data Management - Acts on people data to ensure completeness, accuracy and compliance with company policy and legislative requirements.

Payroll Administration - Translates company policies, tax and legislative requirements in the delivery of accurate and timely employee payments and reporting; ensures compliance with applicable regulations and internal control procedures.

Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.

Values differences - Recognizing the value that different perspectives and cultures bring to an organization.

Education, Licenses, Certifications:
High school diploma or certificate of completion of secondary education or equivalent experience to the extent such experience meets applicable regulations.

Experience:
Requires some work experience or intermediate level knowledge obtained through education, training or on-the-job experience.