HRIS Manager

HR Systems Manager Following the launch of iTrent as the new HR Information System, my client is looking for an experienced iTrent HRIS Manager to join the team. Key Responsibilities: HR Systems Administration: Oversee efficient administration and management information services within the HR team, collaborating closely with the Director of HR and other stakeholders to enhance our HR systems (both IT-based and manual). System Development: Ensure that HR systems and associated tools align with the goals of the HR Department. iTrent Management: Administer the HR and payroll system (iTrent), managing user access, security profiles, table structures, organisational structures, and data cleansing. Documentation and Training: Maintain thorough documentation of HR systems and workflows, drafting user guides and training materials as needed. Census Preparation: Assist with the annual census return by collecting data, ensuring quality, and addressing any queries through to final submission. System Updates: Manage updates and upgrades to iTrent, ensuring thorough testing and documentation of new releases. Address any incidents with the relevant service desk. Collaboration on New Initiatives: Work with the Director of HR to develop business cases for new systems or improvements, including automating processes and testing new workflows. External Provider Management: Monitor service levels from external systems providers and oversee change control and issue resolution. Reporting: Produce HR metrics and reports for various audits and external submissions, including those related to Equal Pay and Gender Pay Gap. Enhanced Reporting Functionality: Develop reporting capabilities to provide HR information for management decision-making. Benchmarking Practices: Contribute to effective benchmarking of people management practices through timely reporting and submissions. Data Compliance: Ensure HR records and information comply with data protection legislation and other regulations. Support HR Activities: Deliver information and systems services to the wider business community as outlined in the Service Level Agreement. Data Integrity: Maintain high data integrity within HR Information Systems. Transition Management: Collaborate with stakeholders to ensure a smooth transition from implementation to business as usual. Participation in Working Groups: Actively represent HR in both internal and external working groups relevant to the organisation. Collaboration on HR Projects: Work with HR colleagues to leverage systems knowledge in various projects, utilising software like Survey Monkey for staff surveys. Championing the System: Identify opportunities to promote the new system, addressing long-standing issues and ensuring all colleagues understand the benefits. Training: Train others on iTrent's functionality and develop guidance materials