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The Workforce Management Specialist will be the subject matter expert for UKG Pro Workforce Management including, Timekeeping, Advanced Scheduling, Accruals and Integrations.
Compensation is weighted on several factors with a base pay of $65-75K
Essential Duties:
• Maintain application timekeeping and scheduling specifications, and apply continuous improvement as needed between systems.
• Understand and work through the full life cycle of a UKG Pro Workforce Management project including Analysis, Design, System Configuration, Testing, documentation, and go-live.
• Meet deadlines and identify risks and solutions.
• Consult with system admins, managers, and HRIS team in decision making regarding new initiatives, workflows or new builds.
• Provide expert guidance for integration, architecture, implementation and new processes.
• Research and build new functionality as needed and provide feedback/documentation to appropriate teams on guidelines and deliverables.
• Investigate and solve issues within the UKG Pro Workforce Management Module.
• Lead all aspects of configurations, implementations, modifications and upgrades of time and attendance initiatives, including gathering and defining requirements, gap analysis, design, development and support.
• Support change management initiatives during and after implementation of UKG Pro Workforce Management.
• Train and instruct associates to successfully utilize new tools.
• Other duties as assigned.
Qualifications:
• Bachelor’s degree in Business Management, Information Technology, or related field or combination of education/experience.
• 3+ years’ experience with UKG Pro Workforce Management.
• UKG Experience is required.
• Ability to manage complex problem solving.
• Ability in consulting/collaborating with all levels of an organization to develop solutions to achieve desired outcomes.
• Excellent written and verbal communication, employee relations, management and presentation skills.
• Strong analytical, organizational and group process skills.
• Ability to prioritize work and work of others to meet defined goals.
Corporate Summary:
At Shamrock Foods Company, people come first – our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922.
Our Mission:
At Shamrock Foods Company, we live by our founding family’s motto to “treat associates like family and customers like friends.”
Why work for us?
Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy. That’s why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck. And it doesn’t stop there – our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education, wellness programs.
Equal Opportunity Employer
At Shamrock Foods Co all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law.
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)
