Role Responsibilities

Reporting to the Human Resources Manager, the Human Resource Information Systems (HRIS) Specialist is responsible for administering, maintaining, and continuously improving the human resources information systems that support the Alberta Sheriffs Police Service (ASPS). As ASPS is built from the ground up, this role will help establish reliable HR data, system processes, reporting tools, and digital workflows that support both sworn and civilian employees in a modern policing environment.

The HRIS Specialist bridges human resources operations, payroll, workforce planning, and HCM technology. The position ensures employee information is accurate, secure, accessible, and aligned with operational requirements in a 24/7 public safety organization. This includes supporting data related to staffing, scheduling, classification, seniority, specialized training, certifications, security clearances, overtime, leave, benefits, and other employment information required to support police service operations.

The position works closely with Human Resources, Information and Technology, Payroll, Finance, operational leaders, and external system partners to configure, test, troubleshoot, and improve HR systems and processes. The HRIS Specialist also supports reporting and analytics that help ASPS understand its workforce, manage risk, meet compliance obligations, and make evidence-informed decisions as the organization grows.

This role requires strong technical capability, practical HR knowledge, attention to detail, and a high level of discretion. The HRIS Specialist must be able to translate operational and HR needs into system requirements, support users with confidence, protect sensitive employee information, and contribute to the development of scalable HR technology practices for a new police service.

Key Responsibilities:

• Administer and improve HRIS/HCM systems and related HR technology.
• Maintain accurate employee, position, scheduling, training, certification, leave, overtime, and workforce data.
• Configure, test, troubleshoot, and support system workflows, access, upgrades, and integrations.
• Develop reports, dashboards, and analytics to support staffing, compliance, workforce planning, and operations.
• Ensure HR data is secure, confidential, accurate, and compliant with privacy and records requirements.
• Support police-specific workforce tracking, including training, clearances, qualifications, deployments, and readiness.
• Provide user support, documentation, training, troubleshooting, and process improvement.
• Collaborate with HR, IT, Payroll, Finance, operations, vendors, and implementation partners.

APS Competencies

Competencies are behaviours that are essential to reach our goals in serving Albertans. We encourage you to have an in-depth understanding of the competencies that are required for this opportunity and to be prepared to demonstrate them during the recruitment process.

This link will assist you with understanding competencies:
https://www.alberta.ca/system/files/custom_downloaded_images/psc-alberta-public-service-competency-model.pdf

• Systems Thinking Understands how HR systems, data, payroll, workforce planning, scheduling, compliance, and operational needs connect to support a reliable, secure, and scalable police service.
• Drive for Results Establishes clear priorities, follows through on system improvements, maintains accurate HR data, and delivers timely reporting and user support in a complex operating environment.
• Develop Networks Builds effective relationships with Human Resources, Information and Technology, Payroll, Finance, operational leaders, vendors, and implementation partners to support HRIS service delivery.
• Agility Adapts to evolving organizational priorities, system changes, implementation timelines, reporting needs, privacy requirements, and the unique demands of a developing 24/7 public safety organization.
• Creative Problem Solving Identifies practical solutions to HRIS, data quality, workflow, reporting, access, and integration issues while balancing operational needs, user experience, risk, and confidentiality.
• Build Collaborative Environments Fosters collaboration across HR, IT, Payroll, Finance, operations, and external partners to improve processes, support users, and build consistent HR technology practices.
• Develop Self and Others Shares HRIS knowledge through clear documentation, training, coaching, and user support while continuously strengthening technical, HR, privacy, and public safety system knowledge.

Qualifications

University degree or diploma in Human Resources Management, Business Administration, Information Technology, Information Management, Data Analytics, Public Administration, or a related discipline plus four (4) years related experience.

Assets

• Experience supporting, administering, configuring, or improving HRIS/HCM systems in a complex organization.
• Experience working in human resources operations, workforce data management, payroll coordination, benefits administration, scheduling, reporting, or HR process improvement.
• Experience supporting system implementation, upgrades, testing, data validation, workflow configuration, user acceptance testing, issue resolution, or change management activities.
• Experience with data mapping, data migration, report writing, electronic employee records, database maintenance, system documentation, and process flow development is considered an asset.
• Experience in a unionized, public sector, municipal, policing, emergency services, or other highly regulated environment is considered an asset.
• Experience handling confidential employee information and applying privacy, security, audit, records management, and data quality controls.

Equivalency:

• A related 2 year diploma from a recognized post-secondary institution and 6-years or related experience.
• A related 1-year certificate from a recognized post-secondary and 7-years of related experience.

Directly related education or experience considered on 1-year of education for 1-year of experience; or 1-year of experience for 1-year of education.

• Minimum recruitment standards outline the minimum education and experience required for appointment to a job classification.

Notes

Please note there is one (1) permanent, full-time, in-person position available.

Work Schedule: Monday to Friday, 8:15 a.m. to 4:30 p.m., 36.25 hours per week

• Please note a cover letter explaining how you meet the requirements and assets of the role is required.
• Final candidates will be required to undergo security screening.
• Valid Class 5 Alberta Driver's License or equivalent is required.
• Any costs associated with obtaining the required documents/checks, as noted or interview travel expenses will be the responsibility of the candidate. Out-of-province applicants can obtain the required documents/checks from the province they currently reside in.