HRIS Analyst

Watson Farley & Williams was established in London in 1982 and is an international law firm dedicated to client care, legal excellence and investment in its people.  The firm has offices in Athens, Bangkok, Dubai, London, Frankfurt, Hamburg, Hong Kong, Madrid, Milan, Munich, New York, Paris, Rome and Singapore.

The firm has seen rapid expansion in size and geography.  Having started as a maritime law firm, in which it remains pre-eminent, the firm is today recognised for its specialist focus on five core sectors: Energy & Infrastructure, Maritime, Natural Resources, Real Estate and Transport in which it provides a full suite of services including finance, corporate, dispute resolution, tax, employment and regulatory.

The London based HR Team at Watson Farley & Williams comprises: Global Head of HR, HR Manager, HR Adviser (x2), HR Administrator, Junior HR Administrator, Graduate Recruitment & Development Manager and Graduate Recruitment and Development Assistant.  Working alongside the HR team are the Global Head of L&D and the L&D Coordinator.

Internationally, we work with the Office Managers or HR Managers across offices in Europe, the Middle East, Asia and the USA.

To ensure the effective maintenance of our global organisational and people data for c1,000 employee records.  To support and manage the continuous improvement of the HRIS systems as well as analysing, configuring and implementing solutions to address the needs of the business.  The role will initially focus on data management and cleansing and will progress into data analysis and insights.

This is a new role helping Watson Farley & Williams to develop an effective digital HR environment with high quality data to support the firm’s business strategies with better and faster workforce decisions informed by data.

• Managing and administering the HRIS systems, ensuring up to date and accurate information by undertaking data integrity and data cleansing projects, to ensure the systems are being utilised efficiently to execute the HRIS strategy.Current HR information systems include Cascade, ADP, Cornerstone and All Hires.

• Monitoring and reviewing existing systems.Undertaking research and the evaluation of new and/or alternative solutions and technologies to enhance HR operational effectiveness, helping with change management plans associated with new, enhanced technology.Project managing the implementation of new systems where applicable.

• Plan, manage and deploy upgrades of existing HR systems.Review and implement new features and enhancements.

• Analysing, maintaining and troubleshooting data issues for HR, payroll and other information under HR whilst providing support for HR systems governance such as system changes, priorities and impacts.

• Alongside HR team, provide training to end users to increase their effectiveness and ability to use HR systems and tools.

• People metrics: producing and presenting people metrics globally; producing regular MI reports.

• Improving existing processes and working with other Business Services departments (IT, Finance) to integrate systems and streamline the use of People data across WFW.

• To engage key stakeholders across the business, making data accessible and relevant.

• Maintaining a clear understanding of GDPR and compliance issues associated with personal and sensitive data.

• Systems administration and project management experience.

• Advanced Excel and Powerpoint.

• Excellent attention to detail.

• Strong analytical skills and the ability to troubleshoot and problem solve collaboratively.

• Ability to work with key stakeholders throughout the organisation to ensure systems are fully and accurately integrated with the firm’s related applications

• Verbal and written communication skills and to be able to create technical design documents.

• Relevant degree qualification (e.g. HR, Mathematics, Statistics, computer science) or equivalent professional accreditation.

At Watson Farley & Williams we value diversity and promote a culture of respect for each individual. We encourage workforce diversity at all levels and in all aspects from recruitment and selection to appraisal and promotion. All decisions relating to employment practice will be objective and based on merit and ability.