Total 8 information analyst job vacancies in Human Resources category in Anywhere in the U.S. (remote job), United States

• Advises customers and stakeholders on how to best improve current Human Resources Information Technology (HRIT) applications and identifies weaknesses in current business processes in order to improve the flow of critical HR information and transform how HR performs work, eliminating redundant work and increasing productivity.
• Resolves critical issues affecting the DFC's suite of HRIT applications and makes major contributions to initiatives dedicated to improving HR's operations and organizational effectiveness.
• Serves as a technical resource and provides support to users in the operation, maintenance and capabilities of all HRIT applications. Answers questions concerning requirements, procedures and forms for the full range of human resources functions. Functions may include employment, performance appraisal, pay, leave, awards, training, benefits, human resources records and processing, etc.
• Researches the CFR, OPM's Guide to Processing Personnel Actions (GPPA), DFC directives, OHRM operating procedures, and other guidance concerning issues related to processing personnel actions, merit promotion, competitive recruitment, priority placement, veteran's preference, U.S. citizenship requirements, noncompetitive appointment eligibility, etc.
• Liaises to the Office of Information Technology in the review and analysis of functional requirements and documentation to facilitate the development of new applications or systems changes in HRIS.

As a Human Resources Specialist, you will perform the following duties:

• Provide information and data for managerial reports on personnel actions; compile data for personnel and statistical reporting.
• Serve as liaison with system users and assure timely and accurate implementation and processing of actions and production of reports.
• Identify automation support needs and develop ways to meet these needs. Provide advice and assistance to users, document system operations, train users (Processing and Personnel Records Management (PPRM) staff, clients, and their staff members), perform quality assurance checks of the database, identify and correct database problems, and troubleshoot functional problems.
• Assist with system problems and devising solutions, advise users on temporary procedures to be employed in processing actions. Monitor progress and follow-up to ensure action is taken and preventive measures are in place.
• Provide training for user personnel on HR Links for the PPRM and regional personnel. Provide and assist with the development of user job aids to improve friendliness of the HR Links system.
• Serve as liaison with IBM in improving the quality and timeliness of HR Links.

This announcement is open to ICTAP/CTAP, VEOA and Military Spouses ONLY. 

As a Human Resources Specialist, you will perform the following duties:

Duties at the GS-07 Grade Level

• Resolve technical problems related to processing a wide variety of personnel and payroll actions through a variety of Human Resources Information Systems. Process personnel actions and benefit documents to ensure that processing is in conformance with Office of Personnel Management and GSA regulations and procedures.
• Facilitate, track and monitor requests for future system requirements and enhancements for modules within the system. Maintain current on the development status and functional capabilities of HR Links and other systems to eliminate or minimize duplication of functions. Coordinate with respective functional subject matter expert to analyze and interpret the request and impact on current processes and procedures.
• Routinely monitor system entries to assess operational status. Coordinate with respective facilities to provide additional training and/or instruction when concerns are identified.
• Maintain a log utilizing Google Docs which includes information on the date, the nature and origin of end user request and the date and nature of resolution.
• Provide technical advice to staff and serviced organization officials to ensure timely implementation of new subsystems and/or enhancements to existing system. Respond to customer inquiries via telephone, email, and personal contact.

Duties at the GS-09 Grade Level

• Process personnel actions and benefit documents to ensure that processing is in conformance with Office of Personnel Management and GSA regulations and procedures. Resolve technical problems related to processing a wide variety of personnel and payroll actions through a variety of Human Resources Information Systems.
• Facilitate, track and monitor requests for future system requirements and enhancements for a modules within the system. Maintain current on the development status and functional capabilities of HR Links and other systems to eliminate or minimize duplication of functions. Coordinate with respective functional subject matter expert to analyze and interpret the request and impact on current processes and procedures. Conduct extensive research including reviewing personnel action history, error messages, system requirements and capabilities, interface between HR Links, PAR systems, and other Human Resources Information Systems (HRIS) relevant factors to identify the cause of problems and to develop workable solutions. Provide information and coordinates with Payroll, information technology staffs, and users to resolve problems. Take appropriate corrective actions and explains to users the source of problems and the steps required to resolve the problem.
• Provide nationwide help desk services for GSA Nationwide employees. Provide technical advice to staff and serviced organization officials to ensure timely implementation of new subsystems and/or enhancements to existing system. Evaluate problems, trends, and patterns and determines the need for user training, application modifications, or other solutions to resolve wide-spread problems. Provide feedback to management along with recommendations for improvements. Provide customer training and on-site assistance as needed.
• Respond to customer inquiries via telephone, email, and personal contact. Maintain a log utilizing Google Docs which includes information on the date, the nature and origin of end user request and the date and nature of resolution.

This position has job functions that must be executed within specific geographic locations. The official duty station is a federal facility, leased space, or an alternative worksite (typically the employee’s home) within the specified geographic area. Although you must reside and perform the job functions in the specific geographic location, it will not require you to report to the agency worksite on a regular and recurring basis.

APPLICATION LIMIT: This vacancy announcement is limited to the first 150 applications received and will close at 11:59PM Eastern Time on the day that we receive the 150th application, or at 11:59PM Eastern Time on the listed closing date, whichever occurs first.  

We encourage you to read this entire vacancy announcement prior to submitting your application.

As a Information Resource Specialist, GS-0301-09, you will be responsible for:

• Disseminating information, resources, and materials, to the general public, education institutions and organizations, government agencies and community leaders who call, write, visit, email or fax.
• Identifying callers, writers, or visitors who requests, comments or experiences of particular interest or value; and provides information in Spanish or English as appropriate.
• Advising Department officials on approaches, actions and procedures to improve the efficiency and effectiveness of the information program. Advising may include such matters as the development of informational and reference materials, suggested methods to reach particular groups, and suggested techniques to obtain feedback from callers.
• Assisting in the development and execution of comprehensive public information campaigns designed to keep the public and education community informed about the status, effectiveness, and accomplishments of the Department's priority issues and activities.
• Encouraging participation of callers and visitors in education improvements efforts and activities.

The Workforce Lifecycle Systems Branch (WLSB) delivers operational support and provides oversight to critical HR systems. The branch has two sections, each managing an array of HR systems and initiatives that empower the employee journey at the NIH.

• The Talent Management Systems Section (TMSS), works with OPM, NIH administrative communities and OHR partners to provide project management, support product improvement, and training for HRIT systems and tools used for: recruiting, evaluating, assessing, certifying, selecting, hiring, and onboarding the unique talents that support the NIH mission.
• The Core Systems Section (CS) works with CIT, NIH administrative communities and OHR partners to
  provide project management, product improvement, and training for Enterprise HRIT systems and
  tools.

• Participate in the planning, development of policy, evaluation and coordination of NIH human resources programs through project assignments and membership on task forces and committees.
• Provide technical support for existing systems.
• Development and implementation of New Systems.
• Management of Corporate HR websites.
• Serve as project manager for smaller projects or for business case studies or analysis studies.

• Support development and maintenance of Enterprise IT systems to support HR business processes.
• Participate in the planning, development of policy, evaluation and coordination of NIH human resources programs through project assignments and membership on task forces and committees.
• Provide technical support and assistance for existing systems to customers and other team members.
• Development and implementation of New Systems. Management of Corporate HR websites.
• Serve as project manager for projects or for business case studies or analysis studies.
• Monitor project activities and resources to mitigate risks for an organization.

Major Duties:

• Review and audit Personnel Action Requests (PARs) to ensure the accuracy of the nature of action, authority code, PD number, position descriptions, remarks, promotions, transfers, special salary determinations, and corrections to employee records.
• Perform administrative, audit and analytical oversight functions for human resources programs and functions related to recruitment and placement, personnel security, position management, performance management, and HR automation systems.
• Develop training tools and plans and assist in implementing approved recommendations to correct deficiencies, establish and modify processes to meet organizational goals, objectives and changing needs.
• Establish and maintain cooperative working relationships with leadership, management, and staff to further issue guidance to clarify conflicting guidance or alleviate other potential or existing problems.
• Apply Human Resources concepts, principles, and practices related to identifying, altering, and selecting individuals and placing them into positions to address changing organizational needs.
• Analyze and prepare occupational information to facilitate personnel, administration, and management HR functions of the organization.

• Advises senior managers and staff regarding all aspects of HR Management encompassing a wide range of activities such as organizational management and the impact to Labor and Employee Relations functions and programs.
• Advises management on areas of bargaining unit determinations, contract negotiations, bargaining impasses, mediation, arbitration, contract administration, questions of negotiability, unfair labor practices, and other employee relations issues.
• Develops new, innovative recommendations for human capital management initiatives to be implemented DISA-wide. When initiatives may require OSD and/or OPM approval, develops and coordinates final packages for submission.
• Represents the activity in actions and hearings before the Federal Labor Relations Board (FLRA) to include petitions for establishment of new bargaining units, negotiations for collective bargaining agreements and mid-term agreements.
• Reviews and interprets current legislation, new or revised legislation, Federal Register publications, DOD, OPM, MSPB, EEOC issuances to determine impact on Agency programs.
• Provides advisory services to managers, supervisors, and employees on immediate problems, which involve serious and sensitive issues related to employee discipline, grievances, appeals, complaints, rights and obligations.

Life at Nissan encompasses everything that inspires both the quality of our vehicles and the quality of our people. Company-wide, you'll find fast learners and self-starting engines as well as people who are quick to embrace change and take an idea into overdrive. At Nissan, minds race. Imagination gets a green light. Each opportunity is the fuel that drives an idea from inspiration to real-life. 

We’re currently looking for a Digital HR Analyst 2 to join our team in Franklin, TN.

This role coordinates and supports solutions, project management and change management for GPS regional and global programs, projects and initiatives ensuring an excellent user experience. This role also supports the adoption and utilization of HR digital platforms and tools which may include: Workday, Cornerstone OnDemand and ServiceNow, Analytics tools or other Software as a Service (SaaS) products across Nissan.

Job Summary

This role supports key regional GPS platform-focused initiatives, projects, and programs, ensuring an excellent employee experience and delivering measurable value/ROI to the business.  The Digital HR Analyst is a change agent, ensuring that system solutions drive the adoption of HR processes.  Additionally, the position utilizes standard methodology in employee data management to resolve requests and help achieve overall business objectives.  This position will participate in requirements definition, analysis, testing, deployment, and documentation of business functions and processes, as well as consult on strategic plans and work to optimize the use of Digital HR platforms (Workday, ServiceNow, and Cornerstone OnDemand).

Responsibilities

• Executes and supports global and regional medium-priority, medium-impact projects relating to Workday, HRSM-ServiceNow, Learning & Development (CSOD), and other Global People Services technologies.

• Supports the development and oversees the execution of global and regional governance and operational processes (change request process, support models, integrations, system configuration requests, COE-engagement strategies, etc.).

• Assures the definition of a standard client engagement methodology to enhance and expand the Digital HR portfolio/services is achieved and maintained.

• Supports the definition of operational support and project SLAs by actively seeking opportunities to optimize the service delivery model and increase efficiency while providing quality customer support.

  • Documentation, participation, monitoring, and meeting of metrics and service level agreements

• Partners with and serves as a liaison between GPS and COEs to advise on solutions within the Digital HR portfolio.

• Recommends business needs that will drive the digital technologies strategy and roadmap development.

• Supports change management plans, including alignment with COEs, communications, training, and awareness activities.

• Serves in a project management capacity to:

  • Manage project deliverables and deadlines.

  • Properly articulate issues, identify root causes, and develop solutions. 

  • Manage client and customer expectations through timely checkpoints to provide status on issues, roadblocks, risks, changes, and accomplishments. 

  • Escalate issues to management appropriately to support the timely resolution and ensure continued progress to project completion.

• Ensure employee records in core HR systems align with current standards. Perform routine checks, validation, and audits to ensure the integrity of the data in the systems is 100% compliant and accurate based on what has been provided or submitted through system workflows. 

• Maintain data in Digital HR systems ensuring information is available on a timely basis by performing group data updates (mass loading), exports, imports, clean-ups, and research/report on any data discrepancies. Monitor data integrity that flows to downstream systems; research issues for the root cause; and engage the necessary resources to resolve them.

  • Help support data quality initiatives by maintaining data integrity in systems using queries, reports, dashboards, and data analysis. 

• Participate in the identification and implementation of process improvements to ensure accurate employee data is maintained in the Digital HR systems and personnel files according to state and federal laws and company records retention guidelines. 

  • Actively utilizes PDCA methodology to identify value add services and operational enhancements.

• Create/ update/ maintain documentation requiring the application of specialized knowledge of the assigned function. 

• Supervisory Accountabilities: Supervises contract staff (onsite/offshore) to monitor workload and provide direction on running the business support needs and project execution. Coaches and provides guidance, training, and staff development to other team members. Additionally, the role participates in interviews for contract/offshore staff.

• Requires the ability to manage transactions of confidential information and problem-solve to make appropriate decisions.

• Active participation in regularly scheduled meetings about assigned initiatives, deliverables, projects, etc., will be expected.

• As necessary, any other relevant duties to aid in the organization's success.

Minimum Qualifications and Demonstrated Knowledge, Skills & Abilities

Job Knowledge and Skill:

• 5 years of experience in a fast-paced, client-focused Digital HR (HRIS) service delivery environment required. Ability to collaborate with business clients to understand and identify core business needs and provide business-focused solutions within the Digital HR portfolio.

• Experience with Workday or similar systems (HCM, Talent/Performance, Recruiting, Time Tracking/Absence, etc.), HRSM-ServiceNow, & LMS applications. Background in an application, database or front-end web development is a plus. A strong understanding of data structure concepts is desirable.

• PeopleSoft & SAP system skills are desirable.

• Advanced-level knowledge of Microsoft Office Suite and other PC applications required.

• Business-focused project management experience is required to support large-scale, regional/global business projects and change management initiatives. 

• 5 years of experience with HR functional processes (e.g., Talent Acquisition, Compensation & Benefits, Employee Relations, HR Business Partner, Strategic Workforce Planning, and L&D)

• Experience in a multi-cultural, globally-matrixed environment is required.

• Self-motivated, quick learner, managing multiple assignments concurrently with minimal supervision. Must be a results-oriented self-starter with a successful record of accomplishment.

• Strong analytical skills and research capabilities. Ability to think critically about a problem and provide solutions. Knowledge and use of PDCA methodologies are required.

• Strong written, oral communication and interpersonal skills. Ability to engage strongly with global clients/stakeholders, create impact, and win confidence.

Education and Experience:  Bachelor’s degree in a related discipline is required.

Physical Requirements

• The ability to work outside standard business hours to collaborate with global counterparts is required.

• Work location: Split time between HQ- Franklin, TN, remote, and various plant-manufacturing locations (Smyrna & Decherd, TN & Canton, MS).

• Travel: Occasional, as needed to domestic, regional, and international locations. It may be higher than usual during project planning or deployment phases.

Nissan is committed to a drug-free workplace.  All employment is contingent upon successful completion of a drug screen for roles based in the United States and background screening for all positions.     

All of us at Nissan – regardless of functional area or expertise – share a passion to design, manufacture, and sell high-performance vehicles. It is Nissan’s policy to provide Equal Employment Opportunity (EEO) to all persons regardless of race, gender, military status, disability, or any other status protected by law. Candidates for this position must be legally authorized to work in the United States and will be required to provide proof of employment eligibility at the time of hire; Nissan uses E-Verify to validate employment eligibility.  

**Visa sponsorship for this position is not available at this time.** 

NISSAN FOR EVERYONE

People are our most valuable assets, and diversity and inclusion are the key to maximizing the power of each individual member of our team.  When everyone belongs, the power of NISSAN is undeniable.  Our Corporate Diversity Initiative aims to improve business results by ensuring that our workplace and core businesses meet the unique needs of our employees and customer base.

Nissan is committed to creating a culture where everyone belongs and employees, customers, and partners feel respected, valued, and heard.  We have over 10 Business Synergy Teams (BSTs) across the U.S. and Canada that connect employees – with shared characteristics or interests – build allies, and foster a company culture where all employees feel supported and included.

Nissan also values inclusion in all areas of our business as we strive to mirror the diversity of our customer base and the communities where we do business. We are committed to procuring innovative goods and services, retailing our products and communicating from a diverse perspective which will help us continue to offer our customers competitively designed, market-driven products.

Join us as we carry our commitment to diversity and inclusion into the future.