HRIS Specialist, Talent Management & Analytics

The IESO provides essential electricity services to the people of Ontario – ensuring there is enough power to meet the province’s energy needs in real-time while also planning and securing energy for the future. Ontario's power system is changing and the IESO is changing along with it. Its employees are developing new skills in order to embrace the opportunities of this evolving, multi-faceted industry.

The IESO believes in building leaders at all levels and is committed to attracting, retaining and developing a talented, highly professional workforce.

General Accountabilities:

At the forefront of change and helping build key capabilities that will impact how the IESO conducts its people planning, the role will provide both technical and analytical support to HR, Finance, and the Business.  The role is critical for implementation of new or changed systems and solutions, technical enhancements, analytics, and leading Talent Management systems and solutions for HR.  The role will actively participate in the full life cycle of associated HR solutions including testing, new releases/upgrades/configurations, creation of new reports and dashboards, data analyses, integrations, and training. Provides advice, guidance and consultation to clients, dealing with highly sensitive/confidential issues relating to various HR topics, which includes making recommendations for changes to HR programs, offerings, policies, procedures, systems, based on assessment of data and results of analyses.

Duties and responsibilities are of a highly confidential nature including maintenance of confidential employee data, and support of matters relating to labour relations.

Responsibilities:

Talent Management Systems:  Serves as main contact for HRIS Talent Management systems and modules including Recruiting, Onboarding, Development, Objectives, and Performance Management. Provides program leadership and SME for all areas in HR including ongoing support for confidential labour relations data and system support.  Monitors and maintains data for HRIS modules by providing ongoing transactional and process expertise, design and delivery of end user and functional training, analyses of sensitive data, providing recommendations for potential changes and executing changes.  Provides technical, program, and process advice, guidance and consultation of a complex nature spanning multiple domains in HR through the employee lifecycle and includes expertise on various teams including collective bargaining teams.  Specialized and professional advice and guidance to clients in the application of assigned programs and/or relating to complex collective agreement issues

1. Troubleshoots and delivers analyses to determine root cause of system/application issues and liaises with other IESO staff and/or vendors to make corrections/ improvements. Conducts testing per test plans. Liaises with other divisions or departments as required (i.e. Pay Services or business leaders) on sensitive or confidential employee data matters or external vendors for interfaces.  Analyzes impact of changes i.e. IESO business processes, negotiated agreements and organizational structure on HR systems/applications.  Provides advice, guidance and recommendations on changes to HR Talent Management systems and processes.
2. Utilizing module administrator permissions, comprehends configuration and makes relevant changes following change process in partnership with I&TS.  Makes relevant changes to permissions through maintenance of permission roles and groups.  Tracks configuration and permission changes accordingly and ensures appropriate documentation of functional and system updates.
3. Participates in the evaluation of new products, add-ons, integrations, services or functionalities, for feasibility of introduction of new technologies, tools, systems and/or processes to HR
4. Provides ongoing guidance to users in the use of assigned HR systems/applications and employee data. Stays informed and assists with new product releases and continue to advance product solutions in specialized areas through self-study, participation in product training, and the research and testing of product enhancement scenarios.
5. Keeps current with developments in software and hardware technologies, developments and requirements, through research and active participation in technical communities, support portals, support tools, support groups, and webinars. 
6. Produces end user and functional documentation in support of administration requirements and end user training.  Documents processes and updates user guides when system changes occur, and trains end users accordingly.
7. Generates new data outputs and reports, and analyses data for clients in accordance with client needs ensuring usability, and professional standards are met. 
8. Works with Labour Relations and HR leadership to review data in depth, providing reports and analyses of labour relations matters including preparation for collective bargaining, investigations into historical employee data, grievances, arbitrations.  Analyses can come in the form of total rewards reviews, performance reviews, talent reviews, and succession planning; in addition to employee lifecycle events such as hiring, employee movement/job changes/rotations/reliefs, leaves and terminations.  Provides guidance and consultation on impact of potential changes to HR programs and offerings using models and scenario builds.
9. Audits employee-related and/or system infrastructure information; identifying, investigating and resolving data integrity issues; performs uploads as required and monitors inputs for quality and reporting accuracy
10. Participates in defining HR business requirements and assessment of potential solutions. Assists with solution design and implementation, enhancing and/or testing selected systems/applications prior to deployment. Understands the needs of the organization and ensures configuration matches these needs.  Ensures changes to processes and solutions are documented for HR and all end users.

Data Analytics and Workforce Planning

1. Using knowledge of the system and best practices, collaborates with the Talent Management team to identify metrics that assess employee connection and contribution to the business. Conducts data analyses, identifies talent and process gaps and opportunities. Works with the Talent Management team to identify the root cause and address gaps. Leads the design of data measurement approaches to monitor progress and improvements. Provide HR positions/interpretation to management bargaining/committee members relating to bargaining, grievances, historical dispositions, data analyses, etc.
2. Plays a lead role in HR technology system integration and supports HR planning and processes to present findings to management on HR data insights and initiatives. Researches best practices and trends in HR and presents findings/recommendations to HR Leadership to advance HR offerings.  Reviews data, summarizes and presents findings with recommendations for changes in HR course of actions/programs/processes/offerings, across various disciplines in HR, looking for correlations and insights, including data that is considered very sensitive/confidential in nature.  This can include data for labour relations, diversity and inclusion, performance, potential, and succession planning.
3. Acts as a Subject Matter Expert for HR Reports and Dashboards; develops and tracks metrics based on employee demographics, movements, and all employee lifecycle factors that impact the business and provides insights as to how programs and practices are impacting the employee experience at different stages.  Creates reports, conducts data analyses, develops and updates dashboards utilizing multiple tools; Leverages best use of technology and tools; specifically utilizing the following technologies: SuccessFactors, Tableau, Kronos; conducts modeling and forecasting using internal data, benchmarking, trend projection.
4. Assists in managing workforce data (including survey data used for benchmarking purposes and HR employee data) to ensure the data is accurate and interpretable; performs data audits and cleansing as required.  Leads the identification and assessment of new data sources that can supplement existing data to improve decision making; collects relevant qualitative and quantitative workforce data sets from a wide array of sources, including data on demographics, skills, performance, and competencies. Ensures that appropriate analyses, trend highlights, and recommendations are provided and reviewed with management.  Proactively surfaces outliers, defects, trends, and translates data into meaningful, actionable insights.  Plays a lead role in modeling scenarios of confidential nature.
5. Assists in the development and maintenance of Positions and Vacancies, as it relates to Position Management in SuccessFactors; creates and updates Standard Operating Procedures (SOPs) in the specific functional areas supported in SuccessFactors modules as they relate to Position Management and Requisitions, and Talent Management systems.
6. Provides advice, consultation, and other support in the area of workforce planning and retention, including assisting in developing a Workforce Plan with Talent Management and Finance to address critical gaps between current workforce and anticipated future workforce needs. This role supports the process for plan updates and reconciliations as required.
7. Develops associated project plans to create shared expectations, promote transparency, and report progress to stakeholders.

Selection Criteria:

• 4-7 years HR Analytics experience required including functional experience with HRIS systems and reporting
• Post-secondary education - Bachelor's degree required  
• Superb communication and presentation skills - Verbal and written communication skills necessary to communicate with all levels of management and to facilitate training and/or deliver informational sessions to groups and/or individuals.
• Advanced understanding of Business Intelligence and the tools utilized
• Demonstrable experience of delivering project(s) in Analytics & Reporting
• Strong Excel Skills with other Microsoft Office Suite applications
• Proven ability to set priorities, manage multiple responsibilities and meet timelines
• High level of attention to detail and excellent follow-up skills
• Customer-focused attitude, with the ability to understand, anticipate and identify customer needs
• Demonstrated initiative and professionalism
• Ability to maintain confidentiality
• Ability to understand collective agreements and working knowledge of Employment Standards Act, Privacy etc
• Data quality and data cleansing techniques
• Working knowledge of advanced spreadsheet applications, database concepts and applications
• Strong organizational, interpersonal, problem-solving and decision making skills
• Time management and organizational skills necessary to manage multiple projects, appropriately prioritize workload, planning for deadlines and goals, and respond to day-to-day functional needs
• Ability to anticipate and identify problems and use sound judgment and fact-based analysis to develop effective and efficient solutions
• Ability to act as a knowledge resource to other employees
• Knowledge of concepts, practices, policies and procedures related to internal and external factors influencing Human Resources; the business drivers and metrics

What the IESO Offers:

• Competitive market wages
• Comprehensive benefit programs
• Programs and policies to support a balanced lifestyle
• A challenging fast-paced team environment
• Opportunity to work with some of the brightest people in the industry

While we appreciate your submissions, we regret that we can only contact those candidates selected for interviews.

We thank all candidates for their interest in opportunities with the IESO.  Be sure to follow us on LinkedIn.

The IESO is an equal opportunity employer.

Please note the successful candidate must be eligible to work in Canada and will be subject to a background check.