Our client is a rapidly growing Veteran-Owned Small Disadvantaged Business headquartered Bedford, IN originally established in 1995.
They are currently looking for a HRIS Specialist Developer in Crane, IN.
This position will be responsible for managing data repositories that are caused by reporting tools in the creation of business reports. Support will also include managing pre-existing data repositories contained in SharePoint and NAVSEA Fusion to ensure documents and information are identified, tracked, versioned and maintained.
• SharePoint support including configuring and maintaining data libraries, enterprise lists, and site collection. In addition, development/configuration of SharePoint, NAVSEA Fusion, and other tools will be required
• Support the evaluation and assessment of various pre-existing tools to determine which requirements are met, and to what degree. This information and requirement planning data will be used to assist in selecting the solution(s) that will become reporting tools
• Develop, interpret, and analyze data extracts and reports from various resources, as well as locally generated spreadsheets and databases to provide recommendation(s) to our HR Management customer
• Analyze trends and forecast changes in workforce requirements to meet future mission demands.
• Research/analyze options best suited to particular missions, labor markets and work technologies
• Design/conduct comprehensive HR Studies
• Develop reporting tools/databases based on the selected solution(s) using the application/software identified during the planning phase, which may be accomplished using SharePoint, Excel, Access, SQL.Net and/or other tools.
• MUST be proficient in the use of Microsoft products to include Typescript Language
REQUIRED SKILLS AND EXPERIENCE
• 8-10 years of HR IT experience
• Thorough knowledge of: MS Excel, Word, PowerPoint and database tools such as MS Access
• Bachelors or Masters preferred
• Must be a U.S. Citizen
Our Client 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.