HRMS Support Analyst

About the Job Recruitment Title: HR Pro 2 – HRIS Business Title: HRMS Pro 2 Job Classification: 8182IS (HR Pro 2 - HRIS) Compensation: $67,500 – $70,000 per year Location: Hybrid (remote and Twin Cities Campus) Visa Eligibility: Not eligible for H‑1B or Green Card sponsorship. No STEM OPT. Provides support for the Office of Human Resources, focusing on processing and maintaining information within the PeopleSoft Human Capital Management system and addressing customer inquiries and system issues. Responsibilities HRMS Support (75%) Partner with HR Business Process owners to design break/fix system enhancements, related to production support issues. Use query tools such as PeopleSoft Query and SQL for research, troubleshooting, and reporting. Author and review functional design documents to communicate business requirements to the technology development team. Facilitate, support, and execute integration and system testing plans. Document test results and defects using Quality Center or other documentation tools. Update PeopleSoft data to support business needs and address issues. Assist in system specifications, design, and development from the end‑user perspective. Troubleshoot, analyze, detect, and correct problems and deficiencies. Develop relationships with internal business partners to capture business requirements. Document and streamline business processes across all HR functions. Liaise with vendors and other IT areas to develop and test integration functionality. Consult on OHR processes and assist with HRMS training, resources, and knowledge articles. Handle escalated inquiries from the Contact Center or HRMS support team members. Provide information and assistance to HR end‑users. Execute cyclical processes and support new hire training and onboarding. Conduct case trend analysis to inform additional training materials. Support the team in planning and executing work to meet department goals. Call Center (25%) Support HR staff, Tier I Call Center, OHR business process owners, and Tier III HRMS staff. Log all cases in the case‑management tool with a pre‑defined coding scheme. Meet service level standards for timeliness, accuracy, and case quality. Use knowledge base documentation to answer questions consistently and quickly. Maintain and update the Contact Center knowledge base. Identify policy or process implications and coordinate updates with business owners. Resolve incidents with Tier III systems support and policy owners to meet SLA. Escalate cases to Tier III HRMS, process owners, or policy owners when necessary, document the resolution, and train others. Recommend, gain buy‑in, and implement process improvement opportunities. Consult with customers to identify needs and resolve questions. Participate in project teams as requested. Liaise with the end‑user training function to recommend topics based on case and data trends. Conduct case trend analysis and reporting. Forward transaction requests for processing to payroll, Unit HR, or Workforce Data Management teams. Recommend communications to the user community based on case and data trends. Required Qualifications BA/BS degree plus at least 2 years of experience, or an equivalent combination of education and experience totaling at least 6 years. Preferred Qualifications Experience providing customer service in a call center environment and knowledge of human resource topics. Ability to work independently and in a team. Strong written and verbal communication skills. Strong analytical and problem‑solving skills. Proficiency in determining appropriate communication methods and times. Ability to collaborate with diverse stakeholders across the university. Pay and Benefits Pay range: $67,500 – $70,000 per year. Appointment type: 100%. Position type: Civil‑Service & Non‑Faculty Labor Represented Staff. Competitive wages, paid holidays, and generous time‑off. Continuous learning opportunities through professional training and degree‑seeking programs supported by the Regents Tuition Benefit Program. Low‑cost medical, dental, and pharmacy plans. Healthcare and dependent care flexible spending accounts. University HSA contributions. Disability and employer‑paid life insurance. Employee wellbeing program. Excellent retirement plans with employer contribution. Public Service Loan Forgiveness (PSLF) opportunity. Financial counseling services. Employee Assistance Program with eight counseling sessions at no cost. Employee Transit Pass with free or reduced rates in the Twin Cities metro area. While the salary range provides a framework, the initial pay may not reach the maximum of the range. Compensation reflects individual credentials and experience, ensuring fairness and equity. Diversity and Inclusion The University of Minnesota provides equal access to and opportunity in its programs, facilities, and employment without regard to race, color, creed, religion, national origin, gender, age, marital status, disability, public assistance status, veteran status, sexual orientation, gender identity, or gender expression. Employment Requirements Any offer of employment is contingent upon the successful completion of a background check. The university presumes prospective employees are eligible to work; criminal convictions do not automatically disqualify finalists. #J-18808-Ljbffr University of Minnesota