SAP Time Administration Specialist
7 days ago
The SAP Time Administrator forms a pivotal function within the Workforce Services team, playing a crucial role in the administration of the SAP HRMS system. This includes preparation, initiation, execution, and input of approved personnel actions, such as hires, rehires, reclassifications, transfers, roster management, and employee changes.
Key Responsibilities:
• Create and maintain positions, resolving personnel administration and HR system issues, and applying project conditions and allowances for craft employees.
• Identify and resolve issues with documents in a timely and collaborative manner with the originator.
• Interface with Workforce Services, Timekeeping, and Payroll to ensure efficient and smooth end-to-end employee transactions.
• Process completed action documents to employee records and imaging.
• Assist with other employee system transactions and provide backup support for Workforce Services activities as needed.
• Maintain employee data, information, and working files according to required confidentiality standards and best practices.
Requirements:
• Bachelor's degree in Human Resources, plus 1 year of related HR work experience.
• 2 years of experience working with SAP or a related computer system to record, monitor, and update HR or payroll-related information.
• 2 years of relevant HR or payroll experience.
• Solid understanding and proficiency in utilizing HR systems, work processes, and policies, preferably with SAP and other proprietary HR systems.
Essential Skills:
• Good communication, interpersonal, and collaboration skills.
• Ability to exercise initiative and make decisions with little or no supervision and be accountable for such actions.
• Ability to be proactive, flexible, and adaptive to changing priorities.
• Ability and skills in the following areas: attention to detail, transaction accuracy and quality, prioritizing and organizing work transactions in a high-volume environment, understanding of integrated HR, payroll, accounting, billing systems, and downstream impact of HR transactions.
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