Sr. HR Analyst

Watch here to see what it's like to work at Red Wing Shoe Company.

Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing.  We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.  Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.

The targeted hiring range for this full-time position is $73,600 - $99,400 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.

The Sr. HR Analyst role is primarily responsible for supporting global HR technology initiatives.  With a primary focus on UKG, this role will focus on system optimization, ongoing development, expansion, and improvement of the company's HRIS to drive efficiency and support streamlined HR operations. This role will be responsible for the research, technical specifications, configuration, security and development of system processes. 

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Own the day-to day administration of the HRIS system (UKG)
• Partner with IT management to ensure progress against the HRIS roadmap and systems alignment across the organization
• Partner with HR and other business leaders to provide prompt, meaningful and accurate data analysis and reporting that directly impacts the business and employee self-service functionalities
• Provide project management oversight and lead HRIS implementations.
• Provide leadership on new or improved HR system applications.
• Manage the overall communication and flow of readership of other applications into the HRIS.
• Creates standard and ad-hoc queries or reports.
• Provides data summaries or statistical narratives for use in HR strategic planning and decision making.
• Ensures accuracy and integrity of organizational data within the HRIS including establishing procedures for updating, validating, and correcting employee records related to HR data.
• Support the overall employee experience, UKG self-service design, content layout and style guidelines, collaborating with internal implementation.
• Subject matter expert to lead the best approach of changes or automations within the HRIS
• Keep current on key HR systems technology & trends; network with other companies and professional organizations to stay abreast of best practices in HR systems and reporting technology
• Effectively manage relationships with application vendors and outsource partners including vendor selection/contract negotiation, ongoing relationship management, and partnership (influence product roadmap, provide vendor references, etc.)
• Responsible for overseeing ongoing support for HR Applications and interfaces
• Ensure local HRIS business processes meet regulatory compliance
• Design, develop, and manage production of reporting for executives and board of directors including human capital metrics, trends, turnover, special presentations, etc.
• Coordinate and answer all system related questions and issues
• Troubleshoot end user problems and develop solutions
• Provide ongoing support for systems modification and documentation as needed
• Oversee audits of system configurations and system processes by staff and users to ensure accurate and reliable information is present to support key business processes.

WORK ENVIRONMENT

This role is a hyflex work arrangement; Team setting with 1/day onsite per week in Red Wing, MN headquarters office, preferred, with remote work eligibility the remainder of the week or as per business requirements are met. Remote work arrangements may be considered.

MINIMUM EDUCATION AND EXPERIENCE

• Bachelor’s degree in Business Administration, Human Resources, or in a related field of study.
• 4-6 years of experience working directly within a Human Resource role and or function.
• 3+ years of experience working directly as a Human Resources Analyst or a similar role.
• Extensive knowledge of Payroll, HRIS systems (UKG preferred).
• Proven experience with documenting systems, data, and process flows.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

• Proficiency with MS Word, Outlook, Teams, SharePoint, PowerPoint, and Excel.
• Familiarity with HR business process and or management issues.
• Strong analytical skills and systems support within an HRIS.
• Demonstrated decision making with related complex issues.
• Ability to effectively communicate and establish and maintain effective working relationships.
• Ability to gather, organize, and analyze narrative/statistical data.
• General systems/IT knowledge and navigation.
• Demonstrates a high level of confidentiality.

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact [email protected] or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

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)