HR Business Systems Analyst
Pathfinder Overview
Pathfinder International is driven by the conviction that all people, regardless of where they live, have the right to decide whether and when to have children, to exist free from fear and stigma, and to lead the lives they choose. Since 1957, we have partnered with local governments, communities, and health systems in developing countries to remove barriers to critical sexual and reproductive health services. Together, we expand access to contraception, promote healthy pregnancies, save women’s lives, and stop the spread of new HIV infections, wherever the need is most urgent. Our work ensures millions of women, men, and young people are able to choose their own paths forward.
Summary:
The HR Business Systems Analyst (BSA) executes on the Global Talent Practice and technology (MyPathfinder) strategic plan as defined and continuously prioritized by the Global Talent Product Owner. This role will have expertise in a defined portfolio of talent practice areas to support the development and maintenance of support materials for GTP best practices as well as MyPathfinder system user support. The HR BSA will contribute to data design by providing user and business process expertise to the GTPO and IT teams. This role will provide reporting and ad hoc analysis to all levels of the organization to ensure that Pathfinder Leadership can easily understand operational effectiveness and achievement of HR organizational KPIs.
Minimum Education and Work Experience:
- Bachelor’s degree in Human Resources, Business or a related field, or a combination of education and experience that yields the required competencies
- 5 years’ experience in a Human Resources function
- 2 years’ experience in Talent Acquisition
Preferred Education and Work Experience:
- Experience in the health sector
- One (1) year professional experience recruiting for a non-governmental organization (NGO)
- Fluent in French, Portuguese or Amharic (written and oral)
Competencies/Attributes:
- Human Resources Principles, Practices and Guidelines: Advanced knowledge in compensation, employee relations, recruiting, performance management and training.
- Employment Law: Foundational knowledge of US and country specific regulations and laws specific to human resources.
- HRIS Systems: Proven ability to maximize the use of human resources information systems and maintain functions. Proven ability to manage the maintenance and accuracy of employee data for reporting and distribution.
- Negotiation Skills: Proven ability to negotiate with external providers and vendors.
- Vendor Relationship Management: Proven ability to manage vendor relationships to ensure administrative accuracy, strong plan performance, regulatory compliance and cost containment.
- Software Applications: Advanced knowledge of Microsoft products, including MS Word, PowerPoint, Excel, Outlook. Foundational knowledge of Adobe Acrobat.
- Project Management Planning and Management: Proven ability to plan and manage cross-functional initiatives.
- Analysis and Sound Judgement: Advanced analytical and trouble shooting skills. Ability to make sound judgments based on facts. Ability to improve processes, promote excellence and demonstrate accuracy and thoroughness.
- Languages: Proven ability to write and speak using English language.
- Communication: Advanced oral and written communication skills using different forms of media. Ability to translate complex concepts to individuals at all levels. Ability to speak across a range of technical issues within individual’s area of expertise.
Other Information:
- Based in any Pathfinder office location
- Travel Required (up to 20%)
- Uses cellular or desk phone; laptop or desktop computer
- 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)