HRIS Specialist, Talent Management and Analytics

The Independent Electricity System Operator (IESO) works at the heart of Ontario’s power system ensuring there is enough electricity to keep the lights on, today and into the future. We operate the power system in real time, oversee Ontario’s electricity market, deliver energy efficiency and plan for Ontario’s future energy needs. In today’s fast-changing energy landscape, ensuring Ontario’s businesses and communities have access to reliable and affordable power is becoming more complex – and more exciting. That’s why now, more than ever, we need values-driven professionals who can see issues from different perspectives, who are agile, embrace innovation, and thrive in a collaborative environment built on shared values and a powerful purpose.

Job Overview

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, system and process enhancements, analytics, and leading Talent Management 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, technical integrations, and training. 

What You’ll Be Doing

Talent Management Systems:  Serving as the main contact for HRIS Talent Management modules including Recruiting, Onboarding, Development, Objectives, and Performance Management, the HRIS Specialist will provide program leadership and be the SME for all areas in HR including technical, program, and process advice, guidance and consultation of a complex nature spanning multiple domains in HR, supporting the employee lifecycle, and providing expertise on various teams including collective bargaining teams.  

1. Participates in defining HR business requirements and assessment of potential solutions. Provides advice, guidance and recommendations on changes to HR Talent Management systems and processes. Designs and implements solutions, enhancing and/or testing selected systems/applications prior to deployment. Understands the needs of the organization and ensures configuration matches these needs. 
2. Participates in the evaluation of new product offerings, add-ons, integrations, functions and services for feasibility of introduction of new technologies, and delivers new and enhanced automation, reducing manual efforts. Utilizing system administrator permissions, comprehends configuration and makes relevant changes following change processes in partnership with I&TS.  Creates test plans and fulfills testing through to implementation. Produces end user and functional documentation and conducts end user training. 
3. Troubleshoots and delivers analyses to determine root cause of system/technical issues and liaises with cross functional internal IESO staff and external consultants to make corrections and improvements. Analyzes impact of changes i.e. IESO business processes, negotiated agreements and organizational structure on HR systems/applications.  Keeps current with developments in software and hardware technologies, stays informed and assists with new product releases, through research and active participation in technical communities, support portals, support tools, support groups, and webinars.  Continues to advance product solutions in specialized areas through self-study, participation in product training, and the research and testing of product enhancement scenarios.

Data Analytics and Workforce Planning: 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.

1. Plays a lead role in HR technology system integration and data analyses to present findings to management. Analyzes data, researches best practices and trends, summarizes and presents findings with recommendations for changes in HR systems and processes across various functions, including labour relations, diversity and inclusion, performance, potential, and succession planning. 
2. As a Subject Matter Expert for HR Reports and Dashboards; develops and tracks metrics based on employee demographics and all employee life cycle changes.  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 leveraging the best use of technology and tools; specifically utilizing: SuccessFactors, Tableau, Kronos, Glint, Power BI, and potential new tools in the workforce planning and analytics space.
3. Assists in workforce planning (including survey data used for benchmarking purposes), ensures data and summaries are accurate and interpretable; performs data audits and cleansing as required, investigating and resolving data integrity issues.  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.
4. 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) and documentation.  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 workforce plan updates and reconciliations as required.
5. Analyses can touch multiple HR functions – labour relations, total rewards, performance and talent reviews, succession planning, and full 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 data modelling, scenario builds, correlations, forecasting, benchmarking, and trend projection.

Who You Are

• Post- Secondary Education: Undergraduate degree required   
• 4-7 years HR Analytics experience required including functional experience with HRIS systems and advanced reporting
• Advanced skills with MS applications, in particular Advanced Excel skills
• Demonstrable experience of delivering analytical findings, summarizing and delivering findings and insights
• Superb verbal and written communication skills to communicate confidently and present to all levels of management
• Proven ability to set priorities, manage multiple competing priorities and meet timelines
• High level of attention to detail and data integrity; shows initiative and professionalism consistently
• Customer-focused attitude with the ability to understand, anticipate and identify customer needs
• Strong organizational, project management, and time management skills
• Ability to problem-solve and analyze with confidence, executing with sound judgement and strong decision making skills
• Ability to understand collective agreements and working knowledge of Employment Standards Act, Privacy are assets

Core Values:

• Expertise with Humility
• Commitment & Accountability
• Genuine Caring
• Purposeful Engagement
• Openness to Change
• Collaboration & Teamwork

What the IESO Offers:

• Competitive market wages
• Comprehensive benefit programs
• A challenging fast-paced team environment
• Opportunity to work with some of the brightest people in the energy industry

IESO is committed to a fair and equitable recruitment process. Our process is designed to ensure the highest standards of fairness and transparency are maintained. We value the unique skills and experiences each individual brings to the organization and we are committed to creating and maintaining an inclusive and accessible environment for everyone.

Upon request, the IESO will provide accommodation in its recruitment process for applicants. Please indicate if you require any accommodations based on Accessibility for Ontarians with Disabilities Act (AODA). Please note the successful candidate must be eligible to work in Canada and will be subject to a background check. 

The IESO has started a “Hybrid Work Model” Pilot Program. The Model involves a minimum of two days per week in the office. This program will be evaluated after 6 months to determine the future work model.

We thank all candidates for their interest in opportunities with the IESO.  Be sure to follow us on LinkedIn. While we appreciate your submissions, we can only contact those candidates selected for interviews.