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Compensation & HRIS Analyst

Req ID: 797 

Department: Human Resources 

Status: Full Time, Exempt 

Location: Napa, California (US-CA) 

Job Summary:

Partners with HR staff in coordination and administration of HR programs focusing on Compensation, HR Systems, reporting, and supporting employee attraction, retention, benefit and reward programs.

 

Essential Functions:

The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned.  Management may assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons.

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COMPENSATION:

  • Provides professional consultation and guidance to client base regarding a variety of compensation issues. Responds to questions regarding pay recommendations, compensation philosophy, policies and procedures.
  • Administer compensation activities including benchmarking, ad hoc market analysis (new hire/promotions)
  • Review and update job tiers and pay structures to ensure pay levels are market-competitive, internally equitable, cost-effect, motivational, and easy to administer.
  • Participate and complete the annual compensation salary surveys to ensure compensation programs remain competitive.
  • Administer company-wide Annual Compensation Review process including communications, distributions of tools and analysis.  Key administrator for SuccessFactors, online compensation planning tool used by managers.
  • Develops tools, resources, and training for HR client managers and management to increase their understanding and ability to effectively and efficiently manage compensation
  • Works to improve and automate compensation processes including the implementation of a new compensation system.
  • Formulates recommendations for FLSA exemptions and job revisions.
  • May prepare special studies and recommendations on subjects such as incentive compensation and bonus plans.
  • Responsible for the administration of annual Total Rewards Statements including gathering data, generating statements and communication

HRIS:

  • Responsible for collaborating with IT to support and enhance SAP HR and the integration with other enterprise applications including SuccessFactors, Org Publisher, Ascentis, Dayforce, etc.  This includes documenting specifications, user testing, training, etc.
  • Provide day-to-day system support to HR team including problem resolution, managing relationships with vendors, etc.
  • Track and manage CRF system to ensure CRFs are completed and prioritized based on HR and business needs and requirements.
  • HR Metrics: Complete quarterly HR metrics and publish HR dashboards for use by executive management
  • Process Improvement:  Proactively provides opportunities to improve company services and performance through enhanced use of HR systems.  Recommendations process improvements to ensure the highest level of customer service and compliance.  Develop and maintain SAP/HR and other system procedure manuals.  
  • Org Management System: Ensure accurate position information reflecting the Company organizational structure. 
  • Report Writing/Queries: Create, analyze and distribute reports as requested. Ensure end-users needs are developed for reporting capabilities.  Maintain systems data integrity by running queries and analyzing data.  Help support the maintenance of HR dashboards using strong Excel and analytical skills.
  • System Maintenance: Oversees HRIS system maintenance (upgrades, etc.), table integrity, test audit controls and external audits. Conducts testing for on-going HRIS system patches and maintenance activities, consisting of six to eight testing cycles annually. Runs automated test scripts, documents and reviews results; serves as HRs super user of the automated testing software and scripts.
  • Coordinates and works closely with Payroll to ensure data accuracy and information exchange. Collaborates with HR staff members to perform audits to verify and ensure accuracy and consistency of data entry and recommends process improvements.
  • Provide time and attendance support and serve as back-up for job and department maintenance

 

Qualifications:

  • 5+ years of previous experience in HR practices and compensation cycle management, HR record-keeping and HRIS management (preferably SAP), or equivalent enterprise HR/Payroll solution (i.e. PeopleSoft) is required.
  • Full competency of HRIS systems/databases with ability to keep abreast if new and developing technologies required
  • Strong knowledge of PC applications including Word, PowerPoint, SharePoint, etc.
  • Advance Excel skills including knowledge of various formulas, pivot tables and charts
  • College degree required or relevant work experience.
  • Process mapping and project management experience and skills required.
  • Ability to effectively plan, set priorities and manage several complex projects simultaneously while working under pressure to meet deadlines.
  • Understands HR standard concepts, practices and procedures
  • Strong organizational skills with attention to detail and extreme accuracy.
  • Exemplary communication skills.  Ability to interact effectively with all levels of the organization (HR team, mgt, vendors, etc.)
  • Highest level of customer service
  • Pro-active and efficient problem solving by creating solutions
  • Excellent written skills:  reports, procedure manuals, business correspondence
  • Manage sensitive and confidential information and matters
  • Strong knowledge of PC applications including Word, Excel, etc.

 

Working Conditions:

  • Office environment
  • Extensive computer work
  • May be required to work at any of  TFE's locations
  • Frequent deadline pressures
  • Numerous projects in progress at any given time
  • Comply with company safety regulations

Trinchero Family Estates provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Trinchero Family Estates complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.


Nearest Major Market: Napa

Job Segment: HR, Compensation, Payroll, Compliance, Data Entry, Human Resources, Finance, Legal, Administrative