HR Systems Operations & Process Ownership
- Configure and maintain system settings in Payscale for compensation cycles, validate eligibility and compensation data, support HR and leadership during planning, and perform pre- and post-cycle audits to ensure accuracy and alignment with approved budgets.
- Manage performance and goal planning cycles by owning system setup, form assignments, workflow routing, and timelines; monitor completion progress; troubleshoot issues; and ensure accurate data capture for performance ratings, goals, and downstream reporting.
- Partner with Benefits and HR teams to configure enrollment workflows, validate plan setups, monitor employee elections, and troubleshoot system issues during the enrollment period to ensure a seamless employee experience.
- Perform structured audits before, during, and after major HR cycles to validate data accuracy, identify discrepancies, and ensure system outputs align with business expectations and compliance requirements.
HRIS Data Administration & Maintenance
- Support mass updates and imports by executing bulk data changes using system tools or templates, validate input and output data, and ensure transactions are processed accurately without downstream impact to payroll, reporting, or integrations.
- Monitor HRIS workflows for failures or delays, investigate root causes (e.g., configuration, data, or security issues), and implement corrective actions to restore proper system functionality.
- Regularly review employee and organizational data to ensure completeness, accuracy, and consistency across core fields such as job data, reporting relationships, and status changes.
- Investigate data inconsistencies by tracing transactions across systems, correcting records as needed, and implementing preventive measures to reduce recurrence.
- Document audit findings, corrections made, and control processes to support internal controls, compliance reviews, and audit readiness.
- Adhere to established HR data governance policies, including data security, role-based access, audit controls, and system of record principles.
Tier 2–3 Systems Support
- Act as the primary escalation contact for complex or unresolved HR system issues, ensuring timely investigation, resolution, and communication back to stakeholders.
- Diagnose and resolve complex system issues related to data integrity, workflows, integrations, and user access, leveraging system knowledge and cross-functional collaboration.
- Configure, administer and support UKG Dimensions (WFM), including troubleshooting timekeeping, scheduling, accruals, and pay rule issues, and ensuring alignment with payroll requirements.
- Partner with internal teams and external vendors to coordinate issue resolution, escalate system defects, validate fixes, and ensure minimal disruption to HR operations.
System Monitoring & Integration Support
- Review inbound and outbound files (e.g., benefits carriers, payroll interfaces, vendor feeds) to ensure completeness, accuracy, and successful transmission.
- Evaluate end-to-end HR processes within the system to ensure workflows, integrations, and automations are operating effectively and as designed.
- Analyze patterns in system errors, data discrepancies, or support tickets to identify root causes and recommend long-term solutions to improve system stability.
Documentation & Process Improvement
- Develop, update, and maintain clear documentation for HR system processes, ensuring knowledge is standardized and accessible across the team.
- Create and maintain standardized templates for data loads, audits, reporting, and process execution to improve accuracy and efficiency.
- Participate in testing, validation, and rollout of system updates or enhancements, contributing to continuous improvement of HR systems and processes.
Qualifications-
Bachelor’s degree in Human Resources, Information Systems, Business, or a related field; or equivalent combination of education and experience
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2 – 5 years of experience in HRIS, HR systems administration, or HR operations within a multi-system environment
- Hands-on experience with HR technology platforms, with strong preference for:
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UKG Pro (Core HR and Payroll data structures), including employee lifecycle data, organizational hierarchy, and workflow management
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UKG Workforce Management (Dimensions), including timekeeping, scheduling, accruals, and pay rule configuration and support
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UKG People Assist or similar HR service delivery platform, including case management workflows and knowledgebase administration
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Applicant Tracking Systems (e.g., Jobvite), including recruiting workflows, onboarding integration, and data validation across systems
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Compensation tools (e.g., Payscale), including support for compensation planning and data validation
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Demonstrated experience supporting HR system integrations and data flows, including troubleshooting errors, validating inbound/outbound files, and ensuring data consistency across systems (HRIS, WFM, ATS, and vendor platforms)
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Strong proficiency in Microsoft Excel, including data reconciliation, validation, and analysis (e.g., pivot tables, lookups)
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Proven ability to perform data audits, root cause analysis, and issue resolution, with a strong focus on data integrity, accuracy, and compliance
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Experience troubleshooting complex system and workflow issues, including escalated Tier 2–3 support cases across HR systems
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Solid understanding of end-to-end HR processes (recruiting through onboarding, core HR, payroll, and benefits) and how data flows across systems
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Strong attention to detail, organizational skills, and ability to manage multiple priorities, particularly during high-impact cyclical events (e.g., compensation cycles, open enrollment)
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Effective communication and collaboration skills, with the ability to partner across HR, Payroll, IT, and external vendors to resolve issues and improve processes
Equal Employment Opportunity
At World Insurance Associates (WIA), we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our products, and our community to flourish. WIA is honored to be an equal opportunity workplace. We are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national orientation, age, citizenship, marital status, disability, gender identity, sexual orientation, or Veteran status. In addition, WIA makes reasonable accommodations to known physical or mental limitations of an otherwise qualified applicant or employee with a disability, unless the accommodation would impose an undue hardship on the operation of our business.
To Executive Search Firms and Staffing Agencies
World does not accept unsolicited resumes from any agencies that have not signed a mutual service agreement. All unsolicited resumes will be considered World’s property, and World will not be obligated to pay a referral fee. This includes resumes submitted directly to Hiring Managers without contacting World’s Human Resources Talent Department.
Compensation
The base salary ranges from $70,000 to $90,000. Actual compensation will depend on experience, qualifications, and business needs. Learn more about our careers at: https://www.worldinsurance.com/careers.
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