Posted in Information Technology 24 days ago.
Type: Full-Time
Location: Downers Grove, Illinois
Summary of Position
Federal Signal has an immediate opening for a strong Kronos BA to support Kronos WFC (Workforce Central) and WFA (Workforce Activities). The candidate will be in on the ground floor as Federal Signal looks to move from WFC and WFA to Dimensions. This enterprise-wide role will support system implementations, configurations and process Improvements as well as troubleshoot daily system and business process issues. The work can be performed at any one of our Illinois-based manufacturing locations.
Candidates will need product knowledge and configuration expertise with focus on Pay Policy, Accrual Policy, Attendance Policy, Access Profiles and Device Management modules respectively. Five plus, years industry experience as a Functional Analyst. Experience working with Kronos delivered APIs for updating Configuration, People and Timecard data. Ability to work independently with limited supervision. · Excellent verbal and written communication skills. A minimum of 5 years’ experience working with Time and Attendance or Payroll systems with at least two years of new implementation experience. Serves as subject matter expert for Kronos Workforce Scheduling both from the self-service and admin user end.
Works under general supervision. The analyst will work directly with customers to resolve production support issues in high volume complex Kronos Workforce Central 8.1.x environment. This resource will be responsible for responding to customer requests and issues within the defined SLAs, documenting, planning, and prioritizing multiple work orders and optimizing processes to profitably reduce the overall production support requests (WFC and WFA), ensuring work performed meets end user requirements.
Assist with small/medium size projects consisting of requirements gathering, configuration, testing and training. This position plays a major role in the design, programming, testing, implementation, and support for integrations for our Workforce Management System which administers Time & Attendance, Workforce Activity processing, Paid Time Off, and Labor Management. Partner with various Manufacturing Operations, Human Resources, Accounting, and Payroll, Tax groups to ensure that all interfaces are processed correctly and contain accurate information.
Essential Job Duties and Responsibilities
Position Requirements
Benefits of Employment
In addition to excellent career growth opportunities, Federal Signal Corporation offers a wide array of benefits including: annual bonus potential, insurance (life, medical, dental, vision), paid holidays, paid vacation, 401(k) with matching contributions and tuition reimbursement. We provide our employees with a smoke-free, drug-free workplace.
About Us
Federal Signal Corporation (NYSE: FSS) provides products and services to protect people and our planet. Founded in 1901, Federal Signal is a leading global designer and manufacturer of products and total solutions that serve municipal, governmental, industrial and commercial customers. Headquartered in Downers Grove, IL, with manufacturing facilities worldwide, the Company operates two groups: Environmental Solutions and Safety and Security Systems. For more information on Federal Signal, visit: www.federalsignal.com.
The Company is an equal opportunity employer. Qualified applicants will not be discriminated against on the basis of, and will receive consideration for employment without regard to, race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, status as a protected veteran, or any other protected category, characteristic, or trait under applicable law. If you require reasonable accommodation in the application process, contact Human Resources at HR@federalsignal.com. All other applications must be submitted online.
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)
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Midwestern University
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Midwestern University
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