HR Shared Services Audit Analyst Position Available In Mercer, New Jersey

HR Shared Services Audit Analyst Capital Health – 3.7

Lawrenceville, NJ Job Details Full-time Estimated:

$59K – $81.3K a year 2 hours ago Benefits Health insurance Paid time off Qualifications Microsoft Excel Management Mid-level Bachelor’s degree PeopleSoft Human resources HRIS Business Administration 4 years Business Communication skills Workday Full Job Description Capital Health is the region’s leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region. Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates. The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Minimum Pay:

Position Overview Provides expert direction, management, and assistance to managers, employees and vendors in analysis and resolution of complex issues related to service and delivery of access for HR/Payroll system. Ensures the accuracy, consistency, and compliance of HR transactions, records, and processes within the HR Service Center. Plays a critical part in maintaining data integrity across the HRIS platform, identifying process gaps, and partnering with HR teams to implement corrective actions. Performs regular and ad hoc audits related to benefits, payroll, leaves of absence, personnel actions, and policy adherence, helping to support operational excellence, risk mitigation, and regulatory compliance. Provides consultation and guidance in the interpretation and application of policies and procedures for managers and employees, and acts to minimize risk in all situations. Develops sustainable, efficient, and effective processes to support customers within the parameters of the department service level agreements. Markets department services and provides excellent customer service.

MINIMUM REQUIREMENTS

Education:

Associate’s degree in Business Administration, Business Systems, Human Resources or related field. Bachelor’s degree preferred.

Experience:

Four years experience in HR operations, auditing, compliance, or related analytical role. Experience with reporting and audit tools is a plus.

Other Credentials:

Knowledge and Skills:

High attention to detail with excellent analytical and problem-solving abilities. Ability to manage sensitive information with a high level of discretion and confidentiality. Strong communication skills and the ability to work collaboratively across HR functions. Knowledge of employment law and HR compliance standards (e.g., FMLA, FLSA, HIPAA, EEO).

Special Training:

Advanced proficiency in HRIS systems (e.g., Workday, PeopleSoft, SAP) and Microsoft Excel. Must possess a comprehensive knowledge of HRIS and HR processes, and an understanding of downstream impact of transactions.

Mental, Behavioral and Emotional Abilities:

Ability to build and maintain partnerships at various levels within the organization. Ability to work under pressure and multi-task within time-sensitive constraints.

Usual Work Day:

8 Hours Reporting Relationships Does this position formally supervise employees? No

ESSENTIAL FUNCTIONS

Conducts regular audits of HR transactions and employee records to ensure compliance with internal policies, union agreements, regulatory requirements, and service level agreements (SLAs). Monitors key controls around high-risk HR processes such as benefits enrollment, job changes, pay actions, leave processing, and terminations. Performs targeted audits in response to identified errors, employee complaints, or leadership requests. Validates accuracy of data entered into HRIS system, including personal, job, and compensation information. Audits I-9 documentation for accuracy and completeness. Partners with HR Solution Center and data teams to investigate and resolve discrepancies. Analyzes trends in audit findings to recommend process improvements or additional training. Develops, maintains, and presents regular audit reports and dashboards for HR leadership. Works with service center manager to provide team analytics and metrics and assembles relevant data in a management presentation format. Tracks audit findings, resolutions status, and root causes to identify systemic issues. Ensures detailed and accurate documentation of audit methodologies and outcomes for internal records and potential external audits. Collaborates with HR Service Center teams and functional HR partners to streamline and strengthen transactional workflows. Supports process redesign initiatives to reduce error rates and improve operational efficiency. Ensures that all processes and procedures are fully documented and updated for access in the Knowledge Base. Identifies opportunities to automate quality checks and validations within the HRIS or case management tools. Provides training and guidance to HR Service Center team members regarding compliance standards, data accuracy, and best practices. Serves as a resource for interpreting and applying internal HR policies and external compliance requirements. Assists with the review, testing, and implementation of HR system upgrades and partners with HR Solution Center and HR teams to optimize HRIS functionality and resolve technical issues. Reports system issues and potential errors in a timely manner. Provides general HRIS support including, but not limited to, data entry, data audits, and assisting with various projects. Prepares and facilitates timely processing of staff data while maintaining strict confidentiality. Performs other duties as assigned and possesses a willingness to adapt to changing department demands.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Frequent physical demands include: Keyboard use/repetitive motion Occasional physical demands include: Sitting , Standing , Walking , Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities , Taste or Smell , Talk or Hear Continuous physical demands include: Lifting Floor to Waist 25 lbs. Lifting Waist Level and Above 25 lbs.

Sensory Requirements include:

Accurate Near Vision, Accurate Far Vision, Accurate Color Discrimination, Accurate Depth Perception, Accurate Hearing Anticipated Occupational Exposure Risks Include the following: N/A Offers are contingent upon successful completion of our onboarding process and pre-employment physical. Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions. “Company will never ask candidates for social security numbers or date of birth during application phase. If you are asked for this information online, you may be a target for identity theft.” For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including “elective” benefits employees may select to best fit the needs and personal situations of our diverse workforce. The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level. The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.