State of Maryland

A Human Resources Information Systems (HRIS) Analyst Lead/Advanced DBM is the lead or advanced 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 performing the Advanced level function serve as skilled and technical experts in specific programs or operational areas.  Employees in this classification performing the Lead level function assign, review and approve the work of and train lower-level HRIS Analysts DBM. Employees in this classification do not supervise lower-level HRIS Analysts DBM but may supervise support and temporary staff.

Employees in this classification receive general 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 Lead/Advanced DBM is differentiated from the HRIS Analyst III DBM in that the HRIS Analyst Lead assigns, reviews and approves the work of and trains lower-level HRIS Analysts DBM and the HRIS Analyst Advanced DBM serve as skilled and technical experts in specific programs or operational areas while the HRIS Analyst III DBM performs the full range of duties and responsibilities under general supervision.  The HRIS Analyst Lead/Advanced DBM is differentiated from the HRIS Analyst Supervisor DBM in that the HRIS Analyst Supervisor DBM has supervisory responsibility for lower-level HRIS Analysts DBM.

                                 Advanced level Function 

Serves as skilled and technical experts in specific program or operational areas;

Provides 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 performs scheduled activities; recommend solutions or alternate methods to meet requirements;

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

Assists in the review, testing and implementation of HR information system upgrades or patches;

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

Provides 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;

Researches and resolves agencies’ inquiries/requests; and processes data change requests to update or correct data in the system and resolves issues and user access/security;

Documents and tracks user/customer inquiries and resolutions;

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

Applies HR functional knowledge in optimizing HR information system support;

Assists in developing user procedures, guidelines and documentation;

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

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

Updates HRIS procedures and job aides for staff and end users;

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

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

May lead or provide guidance and direction to contract or other temporary employees;

Performs other related duties.

                                                  Lead level Function          

Assigns, reviews and approves the work of and trains lower-level HRIS Analysts DBM;

Provides 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 performs scheduled activities; recommend solutions or alternate methods to meet requirements;

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

Assists in the review, testing and implementation of HR information system upgrades or patches;

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

Provides 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;

Researches and resolves agencies’ inquiries/requests; and processes data change requests to update or correct data in the system and resolves issues and user access/security;

Documents and tracks user/customer inquiries and resolutions;

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

Applies HR functional knowledge in optimizing HR information system support;

Assists in developing user procedures, guidelines and documentation;

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

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

Updates HRIS procedures and job aides for staff and end users;

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

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

May lead or provide guidance and direction to contract or other temporary employees;

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: Nine years of experience in 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 nine 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 nine years of experience with human resources, benefits or Timekeeping/Payroll integrations; or nine years of experience with XML development and working knowledge of XSLT and HTML; or eleven 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.

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 and five years of experience in 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 five 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 five years of experience with human resources, benefits or Timekeeping/Payroll integrations; or five years of experience with XML development and working knowledge of XSLT and HTML; or six 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 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.  

Director, Division of Classification and Salary