Workforce Management Specialist (FT)

Company Details

VallartaSupermarkets

Job Title: Workforce Management Specialist Job Objective

This position acts as a liaison between operations, HR, and payroll to ensure the workforce systems are meeting or exceeding business requirements. Provide ongoing application configuration, interface, and other application technical tasks for workforce management systems. Interpreting, and changing policies that require design, build, test, and deploy.

Provides ongoing WFM systems support to ensure configurations are accurate and up to date. The position is responsible for maintaining a knowledge base on business changes including business policy, format, and operational changes. The individual is responsible for ensuring WFM systems settings are current.

Reporting lines/Org Chart


Reports to: Director, WFM

Manages: N/A

Key Result Areas / Goals:


1. Audit


Ensure accuracy of workforce systems to ensure data integrity.
  • Audit the workforce management system to ensure pay rule and schedule rule accuracy.
  • Perform audit of people data within workforce systems to ensure information accuracy.
  • Continuous review WFS reporting to ensure data integrity.
  • Auditing configuration settings through store visits and communications with store management to ensure accuracy.
Metric
  • High level of data integrity
Time spent
  • 40%
2. Assess
Ensure operations are meeting business needs in a timely manner.
  • Fieldwork to pulse the general end-user community to ensure the system is meeting or exceeding appropriate business requirements.
  • Act as the WFS liaison to HR to support and identify contract changes.
  • Lead on user acceptance testing of application changes.
  • Builds and maintains the application change release schedule.
Metric
  • System that meets business needs efficiently
Time spent
  • 35%
3. Configure
Configure workforce management system to ensure adequate support of business
  • Configure workforce management system to properly support the labor hour and item forecasts required to drive operational effectiveness.
  • Configure workforce management system to properly support the profile needs of the business. Ensure all end-user access is configured with the appropriate level of access.
  • Configure schedule rules to ensure compliance with labor laws and negotiated labor agreements.
  • Configure pay rules to ensure accurate associate pay and ensure compliance with labor laws and negotiated labor agreements.
  • Configure attendance policies.
  • Provide ad-hoc data requests using SQL interface development and script execution
  • Develop and modify workforce management system reporting to ensure reporting needs are in line with store information requirements.
  • Adjust configurations based on continuing business changes.
  • Support the overall integrity of the application and provide recommendations on how to improve the usability of the application. Provide feedback to leadership on how system can be improved.
Metric
  • Well-designed WFM system with modifications as needed
Time spent
  • 20%
4. Build and maintain
Create and maintain workforce management systems
  • Building and maintaining WFM systems knowledge database inclusive of store labor standard characteristics and profiles, store plan designs and calendar changes, department hours of operations, departmental service level requirements.
  • Maintain contact with key business stakeholders to ensure WFM team and WFM systems are current on changes to store format, hours of operation, etc.
  • Create and administer a standard process for identifying changes which impact our WFM systems, updating WFM systems with appropriate configuration settings, and communicating timeline of configuration changes to appropriate stakeholders in the business.
  • Investigate / develop automation which helps to streamline the process for maintaining our WFM systems configurations. Look for methods to continuously improve the process and create better visibility at store and district level of current settings for our WFM and labor model inputs.
Metric
  • Collaboration with key business leaders to ensure needs are met
Time spent
  • 5%
Context
  • Organizational context: This position provides ongoing WFM systems support to ensure configurations are accurate and up to date.
  • Framework & guidelines: This position follows standard guidelines and must defer to senior management to make changes.
  • Financial dimension: This position has no direct financial accountability.
  • Degree of latitude: There is no latitude to make decisions, but the position may make recommendations to leadership on how to improve.
  • Interactions and relationships: This position maintains relationships with key business stakeholders to ensure the needs of the business are being met through WFM systems. Acts as a liaison between operations, HR, and payroll.


Job Content


Differentiating Criteria:
Complexity:
  • Specialist I – Maintaining enterprise knowledge
  • Specialist II – Provide ongoing application configuration, interface, and other application technical tasks
Autonomy
  • Specialist I – Little latitude; follows established directions
  • Specialist II – More latitude


Requirements:


Education:
  • Specialist I – Bachelor’s Degree
  • Specialist II – Bachelor’s Degree


Experience:
  • Specialist I – 2-4 years
  • Specialist II – 5-7 years

Skills:
  • Oral and written communication skills
  • Presentation skills
  • Strong analytical skills
  • Advanced MS Excel
  • Advanced MS Access
  • Oral and written communication skills
  • Presentation skills
  • Strong analytical skills
  • Advanced MS Excel
  • Advanced MS Access


Competencies:
  • Customer focus
  • Initiative
  • Attention to detail
  • Customer focus
  • Initiative
  • Attention to detail
  • Project/team management


Physical:

N/A

Travel
(x% of time spent outside home office/store):
0-5%

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