HRIS Analyst

Calpine
United States, Texas, Houston
Jan 13, 2025
Description Calpine Corporation is America's largest generator of electricity from natural gas and geothermal resources with operations in competitive power markets. Its fleet of 77 power plants in operation represents over 27,000 megawatts of generation capacity. Through wholesale power operations and its retail businesses, Calpine serves customers in 22 states and Canada. Its clean, efficient, modern and flexible fleet uses advanced technologies to generate power in a low-carbon and environmentally responsible manner. The company was established on the premise that a strong commitment to the environment is inextricably linked to excellence in power generation and corporate responsibility. Since its founding in 1984, Calpine has led the power industry in its unwavering commitment to environmental stewardship. In addition, its renewable geothermal plants use steam generated deep below the earth's surface to produce clean, renewable electricity. Job Summary This position will report to the Director, HR Operations and will evaluate, analyzes, designs, tests and maintains company Human Resources & Payroll Information Systems. In this role, you will assist with the implementation and/or modification of new and existing applications and help ensure client needs and business processes are appropriately sported and enhanced. Process employee information and maintains accurate employee records in the Human Resource Information System. Prepares statistical summaries and reports from the system including payroll, performance management, and other employee data. Analyzes requests, writes and customizes statistical summaries and special reports. Continually monitors information needs and designs new or modifies existing systems to meet changing requirements. Serves as a departmental resource and troubleshoots unusual data entry situations, problems with report writing, HRIS/payroll issues, provides end user support, system access, general navigation tips, and performs other duties in support and maintenance of the Human Resources Information Systems (HRIS), as required. Essential Job Duties and Responsibilities Configure systems including but not limited to the full suite of Ultimate Software & Cognos Business Intelligence 10. Make recommendations for system enhancements to increase business efficiencies. Collaborate with technical resources to identify & perform system review, testing & implementation of system upgrades, patches, bi-annual releases and liaise with HRIS vendors. Develop and execute user acceptance testing (UAT) scripts for externally and internally hosted systems. Create, modify and execute BI reports as necessary. Work closely with in internal customers to develop report requirements and build and maintain reports. Provide support for HR systems including but not limited to day-to-day system troubleshooting (researching & resolving system issues, access problems, unexpected results or process flaws) for both the end users and internal teams such as Payroll, HR, and Benefits. Perform standard & routine audits of HRIS database to ensure data integrity, review & monitor personnel activity workflows for accuracy. Data entry including new hires, corrections to data errors & history. Perform routine system maintenance (i.e. - maintain system tables, perform periodic system set ups such as annual performance review templates, etc.). Administer & monitor HRIS system security. Develop, document and maintain business process procedures, complete system change requests and script testing scenarios. Develop and enhance HR metrics, dashboards & reports for distribution to upper management. Support goals of internal clients and HR by tracking & managing project related tasks to meet milestone dates. Provide subject matter expertise to guide and make recommendations where necessary. Support yearend processing and information maintenance in line with client schedules (payroll, benefits, compensation). Maintain HRIS systems integration diagrams and related interface documentation. Monitor system stability and viability based upon business needs. Job Scope and Technical Excellence Comprehensive knowledge. Seasoned professional with advanced applied experience. Applies advanced skills contributing to knowledge areas within function, but not yet an expert in all. Decision Making and Innovation Makes recommendations on moderately complex issues regarding project components and tasks. May make recommendations on new processes, tools and services; supports and contributes to development of new products, services or techniques. Work Complexity and Independent Judgement Works on problems of diverse scope ranging from moderate to complex. Uses independent judgment requiring in-depth analysis of variable factors. Collaborates with senior professionals in selection of methods, techniques, and analytical approach. Self-Management & Leadership Little instruction on day-to-day work, general instructions on new assignments. Serves as project/technical lead on small to medium sized projects; may coordinate work of professionals, technicians and others outside of own department. This is the most senior skill level without moving to the management or specialist track. Education and Experience Bachelor's Degree or equivalent. Seasoned professional; typically requires 5+ years experience. (computer systems experience) Requires a working knowledge of HRM systems Additional Benefit - Hybrid with On-Site in Houston, TX: Three times a week with Manager approval Additional Calpine Information Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities. Calpine is committed to Equal Employment Opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. If you are interested in applying for employment and need special assistance or an accommodation to use our website or to apply for a position, please send an e-mail with your request to hrrecruitment@calpine.com. Determination on requests for reasonable accommodation are made on case-by-case basis. Please view Equal Employment Opportunity Posters provided by OFCCP here Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)