Human Resource Information System Specialist
Listing reference: sanbs_003375
Listing status: Online
Apply by: 15 July 2026
Position summary
Industry: Non-Profit & Voluntary Sector
Job category: Human Resources and Recruitment
Location: Roodepoort
Contract: Permanent
Business Unit: Constantia Kloof
Remuneration: R 894,767.00
EE position: No
Introduction
Analyses and predicts trends in SANBS people related behaviours to enable proactive people risk management strategies.
Audits accuracy of all data entered to enhance the maintenance of data in HRIS systems and databases and ensures information is available on a timely basis.
Researches best practice trends in people related information with a view to informing SANBS HR strategies.
Develops system and process improvements as part of continuous improvement.
Job description
KEY PERFORMANCE AREAS
KPA 1: HR Information Systems Administration, Maintenance And User Support & Training
1.1 Provides support and training for end users (employees and managers) including the creation of training materials and quick reference guides where appropriate.
1.2 Creates process documentation and user guides.
1.3 Develops audits to support data integrity within HRIS systems. Communicates audit findings and follows up on the implementation of recommendations to drive enhancements.
1.4 Provides up-loadable details to company data warehouse.
1.5 Manages the HCM Support Desk log for resolution and analysis of trends and co0ordinate responses from the various business process owners.
1.6 Maintains the Organisational Structure on SAP.
1.7 Performs a variety of day-to-day administrative Human Resources Information Systems (HRIS) functions ensuring data integrity and the processing and reporting of HR data.
1.2 Creates process documentation and user guides.
1.3 Develops audits to support data integrity within HRIS systems. Communicates audit findings and follows up on the implementation of recommendations to drive enhancements.
1.4 Provides up-loadable details to company data warehouse.
1.5 Manages the HCM Support Desk log for resolution and analysis of trends and co0ordinate responses from the various business process owners.
1.6 Maintains the Organisational Structure on SAP.
1.7 Performs a variety of day-to-day administrative Human Resources Information Systems (HRIS) functions ensuring data integrity and the processing and reporting of HR data.
KPA 2: Reporting and HR metrics
2.1 Develops and delivers system functionality and reporting to end users and management.
2.2 Delivers routine daily/weekly/monthly reporting and responds to basic to intermediate ad hoc data requests.
2.3 Monitors HCM Divisional and end user needs and prepares relevant reports, graphs, charts and statistics in support of HCM operations.
2.4 Provides HCM team with monthly metric reports to show achievement of department objectives.
2.5 Initiates and develops automated reports for delivery to end users.
2.6 Conducts industry benchmarking on an annual basis, and presents results showcasing SANBS versus the industry, along with recommendations to enhancement.
2.2 Delivers routine daily/weekly/monthly reporting and responds to basic to intermediate ad hoc data requests.
2.3 Monitors HCM Divisional and end user needs and prepares relevant reports, graphs, charts and statistics in support of HCM operations.
2.4 Provides HCM team with monthly metric reports to show achievement of department objectives.
2.5 Initiates and develops automated reports for delivery to end users.
2.6 Conducts industry benchmarking on an annual basis, and presents results showcasing SANBS versus the industry, along with recommendations to enhancement.
KPA 3: Process Improvement
3.1 Participates as core team member on HCM process improvement initiatives.
3.2 Performs group data updates, exports, imports, clean-ups, and researches/reports on any data discrepancies.
3.3 Conducts data analysis on HCM data such as compensation, performance, learning, classification, employment, employee relations, and/or benefits data as directed.
3.4 Manages the development of efficient, effective and user-friendly systems, processes and workflows regarding HCM functions (Where applicable).
3.5 Analyses structure and flow of work through organization and HCM Division and recommends system and/or business process changes to improve operations of the organisation and/or HCM Division.
3.6 Partners with internal HCM team, external teams (e.g. ICT) and/or vendors to troubleshoot and improve system issues.
3.7 Participates in and leads determination of organizational needs for HRIS (implementation, upgrades, new product research, and process improvement), obtains buy-in for enhancements, and implements within agreed budget and deadlines.
3.2 Performs group data updates, exports, imports, clean-ups, and researches/reports on any data discrepancies.
3.3 Conducts data analysis on HCM data such as compensation, performance, learning, classification, employment, employee relations, and/or benefits data as directed.
3.4 Manages the development of efficient, effective and user-friendly systems, processes and workflows regarding HCM functions (Where applicable).
3.5 Analyses structure and flow of work through organization and HCM Division and recommends system and/or business process changes to improve operations of the organisation and/or HCM Division.
3.6 Partners with internal HCM team, external teams (e.g. ICT) and/or vendors to troubleshoot and improve system issues.
3.7 Participates in and leads determination of organizational needs for HRIS (implementation, upgrades, new product research, and process improvement), obtains buy-in for enhancements, and implements within agreed budget and deadlines.
KPA 4: Develop Communication Avenues For Employees And The HCM Team
4.1 Provides HRIS related communication avenues to all internal employees (via HCM Forum Meetings, newsletter, manager tips, etc).
4.2 Works with HCM team to develop communication avenues to potential candidates for employment.
4.3 Leads on social media avenues for communication to potential candidates and internal employees as it relates to needs within organization.
4.2 Works with HCM team to develop communication avenues to potential candidates for employment.
4.3 Leads on social media avenues for communication to potential candidates and internal employees as it relates to needs within organization.
KPA 5: Analysis Of Data To Predict Trends
5.1. Cleans, extracts and manipulates available data from various systems.
5.2. Analyses and predicts trends from SANBS HRIS systems to enable proactive people risk management strategies.
5.3. Presents analysed information and proposed strategies to either ameliorate existing scenarios or reduce risk, as required for enhancement.
5.4. Monitor enhancements that have been introduced by HCM stakeholders as a result of 5.3 and report on trends.
5.5. Compile dashboards to graphically illustrate trends and make recommendations.
5.2. Analyses and predicts trends from SANBS HRIS systems to enable proactive people risk management strategies.
5.3. Presents analysed information and proposed strategies to either ameliorate existing scenarios or reduce risk, as required for enhancement.
5.4. Monitor enhancements that have been introduced by HCM stakeholders as a result of 5.3 and report on trends.
5.5. Compile dashboards to graphically illustrate trends and make recommendations.
Minimum requirements
Education:
- Relevant Degree in Computer Science or IT related field, or HR
- SAP certified.
Experience and knowledge requirements:
- If SAP Certified, 4 years’ experience as a SAP HR Systems Analyst/ If not certified, 6 years’ experience. as a SAP Systems Analyst in a related module, and
- 2 years HR Generalist experience or relevant experience in an HR environment.
Other (knowledge and skills),:
- HR legislation, practice and procedures.
- Experience with Human Resource. Management software will be an advantage.
- Mathematical concepts such as probability and statistical inference.