HRIS Analyst job description

Job brief

We are seeking a detail-oriented HRIS Analyst to join our People Operations team and lead the optimization of our human capital management infrastructure. You will serve as the primary administrator for our HRIS ecosystem, ensuring our systems scale effectively with our growing headcount. This role offers the opportunity to architect data workflows, own our reporting suite, and play a pivotal role in digital transformation projects. If you are a systems-thinker with a passion for data accuracy and process efficiency, we invite you to help us elevate our HR technology capabilities.

What is a HRIS Analyst?

An HRIS Analyst is a specialized human resources professional who bridges the gap between HR strategy and technical execution by managing Human Resource Information Systems (HRIS). By configuring, maintaining, and upgrading platforms such as Workday, Oracle HCM, or SAP SuccessFactors, the HRIS Analyst ensures that critical employee data remains accurate, secure, and accessible. Their technical oversight enables organizations to leverage people analytics and automated workflows to streamline HR operations and support data-driven decision-making across the enterprise.

What does a HRIS Analyst do?

A HRIS Analyst maintains data integrity by performing regular system audits, managing security permissions, and troubleshooting technical issues within core HR modules. They develop complex reports and dashboards to track workforce metrics like turnover, headcount, and compensation cycles, providing actionable insights to HR leadership and executive stakeholders. Additionally, they lead system implementations and process improvements, collaborating with IT and HR teams to configure automated workflows that reduce manual administrative burdens and improve the overall employee experience.

Key responsibilities

• Manage the end-to-end administration, configuration, and maintenance of the HRIS platform to support core HR functions and data accuracy.
• Develop and maintain sophisticated reports, dashboards, and visualizations to provide HR leadership with key insights into workforce trends and metrics.
• Perform regular audits of HR system data to ensure compliance with privacy regulations, internal policies, and data integrity standards across all modules.
• Lead system updates, security patches, and new module implementations by managing vendor relationships and coordinating with cross-functional IT partners.
• Design and streamline automated business processes, including performance management cycles, benefits enrollment, and recruitment workflow triggers.
• Provide advanced troubleshooting and technical support for system users, ensuring seamless operation of self-service portals and HR management tools.
• Document system procedures, user guides, and training manuals to promote consistent platform usage and operational efficiency across the global organization.
• Analyze complex data sets to identify process gaps and recommend technological enhancements that align with long-term HR strategy and operational needs.

Requirements and skills

• 3+ years of experience in an HRIS Analyst role, specifically managing large-scale HRIS platforms such as Workday, SAP SuccessFactors, or UKG Pro.
• Expert-level proficiency in Microsoft Excel, including VLOOKUP, pivot tables, and Power Query for advanced data manipulation and reconciliation.
• Proven experience building and maintaining complex reporting objects, calculated fields, and business process definitions within an enterprise HCM system.
• Strong understanding of HR business processes, including payroll integration, total rewards, talent acquisition, and performance management workflows.
• Professional certification such as SHRM-CP or a specific HRIS certification is highly preferred to demonstrate expertise in HR technology.
• Bachelor’s degree in Human Resources, Information Systems, Business Administration, or a related field with a focus on data and analytics.
• Demonstrated ability to translate complex technical system requirements into plain language for non-technical HR stakeholders and department managers.
• Deep knowledge of data privacy and security best practices, including GDPR, CCPA, and HIPAA requirements as they relate to sensitive employee information.

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