HR Systems Analyst Time and Labor (Administrative)

Description

We have an exciting opportunity to join a great team!  At Boise Cascade our values of integrity, safety, respect, and the pursuit of excellence are the foundation of everything that we do.  In the role of HR Systems Analyst Time & Labor, you would report to the Payroll Manager and support payroll, time and labor and technology projects within the Payroll team.  

This position is eligible for hybrid work; typically, 3 days in the office in Boise, Idaho and 2 days working remotely after training.

About Boise Cascade:

Boise Cascade has been in the business of manufacturing wood products and distributing building materials for over half a century. Today we're one of the largest manufacturers of plywood and engineered wood products in North America – and the only wholesale stocking distributor for building products that can service the entire United States. Because our business is built on relationships, our associates are critical to our success. And we're committed to investing in them. That's why we offer a comprehensive benefits package designed to have a positive impact on all areas of your life – from health and well-being, career, and community, to financial security and personal safety, with many benefits beginning on your first day of employment. We call it, Total Rewards. Here's a snapshot of what we offer:

Our Benefits:

• Medical + Prescription Drug
• Dental + Vision
• Flexible Spending Accounts (Healthcare + Dependent Care)
• 401(k) Retirement Savings with company contribution
• Paid Time Off (20 days per year)
• Paid Holidays (10 per year)
• Paid Parental Leave 
• Life Insurance

Boise Cascade is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Our company is committed to diversity. Click here to read our company's Equal Employment and Affirmative Action policy. Click here to view our company's Disability Accommodations Policy.

You Will:

• Lead and participate in payroll, time and labor, and technology projects to include business case development, project planning and management.
• Demonstrate experience in requirements gathering, functional specification documentation, solution design, configuration, test planning, test execution, status updates, deployment, and post-deployment support.
• Troubleshoot and test system problems.  Track, test and approve system bundles and enhancements.  Ensure appropriate system functionality during upgrades.
• Develop, build, test, document and maintain reporting to assist management.
• Partner with HR, IT, and Business project sponsors to lead HR-related technology projects.
• Collaborate with decision-makers, external consultants, and end users to recommend optimal business processes relative to standard functionality.
• Oversee system upgrades and releases.
• Use strong Excel and BI skills to analyze, problem-solve, troubleshoot and prioritize issues.
• Display strong commitment to corporate values of safety, quality, environmental awareness, and continuous process improvement.
• Perform other duties and responsibilities as assigned.

You Have:

• Bachelor's degree or equivalent work experience 
• 5+ years' related experience
• Proficient in Human Resource Information Systems (experience with UKG Pro (UltiPro) is preferred)
• Experience implementing HR systems, modules, and/or features.
• Excellent analytical and problem-solving skills; ability to troubleshoot issues and prioritize.
• Experience using Excel, Power BI, and complex queries (effective dating, joins, unions, and sub-queries) required.

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) Human Resources