State of Maryland

A Human Resources Information Systems (HRIS) Analyst Trainee DBM is the entry level of work providing technical support for the Statewide Personnel System (SPS), a comprehensive enterprise information technology system comprising JobAps (recruitment), Cornerstone Learning Management System (employee professional development), WorkDay (employee data information and transactions) and other related systems.  This is HRIS applications work supporting multiple functions such as human resources, training, benefits, payroll and time keeping, and associated business processes.  Employees in this classification provide expertise and guidance in the business processes that support the applications and integrations; ensure data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities; and support system upgrades, patches, testing and other technical projects as assigned.  Employees in this classification do not supervise other positions.

Employees in this classification receive close supervision from an HRIS Analyst Supervisor DBM or other designated administrator.

Positions in this classification are evaluated by using the classification job evaluation methodology.  The use of this method involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of the class specification.

The HRIS Analyst Trainee DBM, HRIS Analyst I DBM, HRIS Analyst II DBM, and HRIS Analyst III DBM are differentiated on the basis of degree of supervisory control exercised by the supervisor over these employees.  The HRIS Analyst Trainee DBM learns to perform duties under close supervision.  The HRIS Analyst I DBM performs duties under close supervision.  The HRIS Analyst II DBM performs duties under close supervision at times and under general supervision at other times depending on the complexity of the specific duty being performed.  The HRIS Analyst III DBM  performs the full range of duties and responsibilities under general supervision.

Learns to provide technical support to HR information systems used within the State Personnel System (SPS), including, but not limited to, researching and resolving system problems, unexpected results or process flaws; and perform scheduled activities; recommend solutions or alternate methods to meet requirements;

Learns to maintain data integrity by running queries, analyzing data and communicates this information to end users;

Learns to assist in the review, testing and implementation of HR information system upgrades or patches;

Learns to collaborate with other functional and technical support staff to coordinate application of upgrades or fixes;

Learns to provide central support for HRIS applications, integrations, helpdesk operations and/or data reporting to end users within the State Personnel Management System (SPMS) agencies, independent state agencies and universities, control agencies such as the Central Payroll Bureau, State Retirement Agency, federal government agencies, other State programs (MD New Hire Registry, Unemployment Insurance, Ethics Commission, … etc.) and various vendors contracted with the State;

Learns to research and resolve agencies’ inquiries/requests; and process data change requests to update or correct data in the system and resolves issues and user access/security;

Learns to document and track user/customer inquiries and resolutions;

Learns to maintain current knowledge of HR operations and activities, bargaining agreements and contracts, employment related laws and regulations, personnel and payroll policies;

Learns to apply HR functional knowledge in optimizing HR information system support;

Learns to assist in developing user procedures, guidelines and documentation;

Learns to train internal staff members, new system users, agency personnel (e.g. HR representatives, managers, supervisors, administrators … etc.) on new processes and functionality;

Learns to recommend process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy with appropriate approval;

Learns to update HRIS procedures and job aides for staff and end users;

May learn to write, maintain and support a variety of integrations, reports or queries utilizing appropriate reporting tools;

May learn to apply knowledge of HR information systems and data in extracting and analyzing current, historical, and forecasted data to support strategic workforce planning;

Performs other related duties.

Knowledge of human resources principles, practices and procedures;

Knowledge of HRIS requirements and functionality as they relate to associated business processes and integrations;

Knowledge of applicable state, federal and departmental laws, rules, regulations, policies, procedures and processes;

Knowledge of computer systems, HRIS applications, and Microsoft Office;

Knowledge of the methods and techniques of systems testing and documenting outcomes;

Knowledge of the methods and techniques used in testing of system design modifications and action plans;

Skill in analyzing data to ensure system integrity; troubleshooting to resolve issues;

Skill in creating models for test plans;

Skill in running and monitoring system processes to update employee records and other business processes;

Ability to assemble and analyze system data and recommend solutions to issues;

Ability to prepare and interpret a variety of reports;

Ability to work in a team environment to accomplish common goals;

Ability to establish and maintain effective working relationships;

Ability to meet production and project deadlines for assigned work efforts.

Experience: Four years of experience resolving customers’ inquiries, requests or system problems such as researching issues, analyzing data, interpreting information; providing direction, guidance and instruction or processing data change requests using an internal automated system; or four years of experience in data integration and data consolidation, programming design, custom built inbound/outbound integrations and automation scripts, design and develop reports on SQL based platforms (SSI and SSAS), including experience with programming in Visual Basic/JavaScript; or four years of experience with human resources, benefits or Timekeeping/Payroll integrations; or four years of experience with XML development and working knowledge of XSLT and HTML; or four years of experience in utilizing human resources information systems (HRIS) to enter, update, modify, delete, retrieve/inquire and report on data for use in managing functions such as human resources, pension, benefits, payroll or time and attendance providing problem analysis and ongoing user support, coordinating system development and implementation, and training users on the functionality of applications housed on mainframe or client server platforms.

Notes:

1. Candidates may substitute the possession of a Bachelor's degree from an accredited college or university in Computer Science, Computer Information Systems, Information Technology, Human Resource Management, Accounting, Business Administration, Economics, Finance, Public Administration, Psychology or another related field for the required experience.

2. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in the Cyber and Information Systems classifications or Cyber and Information specialty codes in the Information Technology field of work on a year-for-year basis for the required experience.

Class specifications are broad descriptions covering groups of positions used by various State departments and agencies.  Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.

This is a Skilled Service classification in the State Personnel Management System.  All positions in this classification are Skilled Service positions.  Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.

This classification is not assigned to a bargaining unit as indicated by the designation of S (supervisor), M (manager), T (agency head), U (Board or Commission member), W (student), X (excluded by executive order), or Z (confidential).  As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded from collective bargaining.  Additionally, certain executive branch agencies are exempt from collective bargaining and therefore, all positions in those agencies are excluded from collective bargaining.

Employees in this classification are eligible to receive overtime compensation.  An employee who works more than the normal workweek is entitled to be compensated for that overtime as provided by State Personnel and Pensions Article, Section 8-305.

This classification is one level in a Non-Competitive Promotion (NCP) series.  NCP promotions are promotions by which employees may advance in grade and class level from trainee to full performance levels in a classification series.  In order to be non-competitively promoted to the next level in a NCP series, an employee must: 1) perform the main purpose of the class as defined in the Nature of Work section of the class specification; 2) receive the type of supervision defined in the class specification, and 3) meet the minimum qualifications of the classification.