HR Systems and Support Administrator

Position Summary
We are seeking a detail-oriented and systems-driven HR Systems and Support Administrator to join our HR Operations &
Technology team, reporting to the Director of HR Operations and Technology. This role serves as a critical link between HR Operations and HRIS, ensuring the accuracy, stability, and effective execution of system-driven HR processes.
The ideal candidate will have strong HR systems experience (preferably UKG Pro), a passion for data quality, and the ability to troubleshoot and resolve complex system and workflow issues. This individual will own key cyclical HR processes and the configuration/administration of UKG Workforce Management (Dimensions), while serving as a Tier 2–3 escalation point for HR system support.

Key Responsibilities
HR Systems Operations &
Process Ownership
• Configure and maintain system settings in Payscale for compensation cycles, validate eligibility and compensation data, support HR and leadership during planning, and perform pre- and post-cycle audits to ensure accuracy and alignment with approved budgets.
• Manage performance and goal planning cycles by owning system setup, form assignments, workflow routing, and timelines; monitor completion progress; troubleshoot issues; and ensure accurate data capture for performance ratings, goals, and downstream reporting.
• Partner with Benefits and HR teams to configure enrollment workflows, validate plan setups, monitor employee elections, and troubleshoot system issues during the enrollment period to ensure a seamless employee experience.
• Perform structured audits before, during, and after major HR cycles to validate data accuracy, identify discrepancies, and ensure system outputs align with business expectations and compliance requirements.

HRIS Data Administration &
Maintenance
• Support mass updates and imports by executing bulk data changes using system tools or templates, validate input and output data, and ensure transactions are processed accurately without downstream impact to payroll, reporting, or integrations.
• Monitor HRIS workflows for failures or delays, investigate root causes (e.g., configuration, data, or security issues), and implement corrective actions to restore proper system functionality.
• Regularly review employee and organizational data to ensure completeness, accuracy, and consistency across core fields such as job data, reporting relationships, and status changes.
• Investigate data inconsistencies by tracing transactions across systems, correcting records as needed, and implementing preventive measures to reduce recurrence.
• Document audit findings, corrections made, and control processes to support internal controls, compliance reviews, and audit readiness.
• Adhere to established HR data governance policies, including data security, role-based access, audit controls, and system of record principles.
Tier 2–3 Systems Support
• Act as the primary escalation contact for complex or unresolved HR system issues, ensuring timely investigation, resolution, and communication back to stakeholders.
• Diagnose and resolve complex system issues related to data integrity, workflows, integrati