HRIS Analyst

Accountabilities:

• Own the full HR technology ecosystem, including the HRIS, ATS, HR ticketing platform, analytics tools, and additional People technology adopted over time.
• Serve as the primary administrator across HR platforms, maintaining data integrity, user access, system configuration, workflows, and overall platform performance.
• Own the architecture and ongoing management of integrations across the HR technology stack, including maintaining data feeds and developing a roadmap to reduce manual data entry through automation.
• Evaluate and implement new HR technologies, providing recommendations on build-versus-buy decisions, integration requirements, scalability, and long-term value.
• Manage necessary manual data entry for systems without integrations while proactively developing solutions to automate those processes.
• Act as the escalation point for complex HR technology issues and system questions from HR partners, managers, and employees.
• Lead people analytics by developing and maintaining dashboards and reports in Tableau or comparable tools covering headcount, attrition, compensation, and workforce trends.
• Proactively analyze workforce data, identify patterns and risks, and provide actionable insights to HR leadership and business stakeholders.
• Use AI tools to accelerate analytics, reporting, automation, and data-related workflows.
• Support accurate and timely compliance data requests from Legal, GRC, Finance, HR leadership, and other stakeholders.
• Develop self-service reporting capabilities that reduce recurring ad-hoc requests and enable People teams to access trusted data independently.
• Own ATS configuration, workflows, reporting, data quality, and integrations, ensuring recruiting technology supports an efficient and consistent hiring process.
• Partner with recruiting and HR stakeholders to optimize ATS workflows and maintain accurate data exchange between recruiting systems and the HRIS.
• Ensure employee lifecycle data is accurately reflected across systems during onboarding, offboarding, and employment changes across multiple regions.
• Partner with Finance and IT to maintain reliable cross-system data flows and troubleshoot integration failures.
• Identify opportunities to automate manual processes, streamline reporting, improve data quality, and strengthen the scalability of People operations.
• Establish standards for documenting, maintaining, and managing People data and technology so critical processes are scalable and not dependent on a single individual.
• Contribute to broader People Operations initiatives and use technology and data to improve business decision-making.

Requirements

• 6+ years of experience in HR systems administration, HRIS management, people analytics, or a related field.
• Demonstrated ownership and administration of an enterprise HRIS platform such as Rippling, BambooHR, HiBob, or an equivalent system.
• Hands-on experience managing an ATS such as Ashby, Greenhouse, Lever, or a comparable recruiting platform.
• Proven experience designing, implementing, and managing integrations across a multi-system HR technology environment.
• Experience building people analytics dashboards and reports using Tableau or a comparable business intelligence platform.
• Experience leading HRIS or HR technology implementation projects from evaluation through deployment and optimization.
• Experience with SQL, data pipelines, or related data-management technologies is a meaningful advantage.
• Familiarity with AI tools for analytics, automation, and productivity is preferred.
• Strong understanding of HR technology architecture, data flows, system dependencies, and data-quality management.
• Technology leadership mindset with the ability to recommend which systems should be adopted, integrated, improved, or retired based on business needs.
• Highly independent and proactive, with the ability to identify issues and opportunities without requiring day-to-day direction.
• Strong analytical and problem-solving abilities, with a high personal standard for data accuracy and integrity.
• Excellent communication skills and the ability to explain technical concepts clearly to both technical and non-technical stakeholders.
• Strong collaboration skills, with experience partnering effectively with HR, Finance, IT, recruiting, and business leadership.
• Bachelor’s degree in Information Systems, Business Analytics, Human Resources, or a related discipline is preferred.

Benefits

• Fully remote position within the United States.
• Base salary range of $90,000–$130,000.
• Eligibility for stock-based compensation grants based on company and individual performance.
• Competitive total compensation and benefits package.
• Opportunity to own and shape a broad HR technology ecosystem with significant strategic and operational scope.
• Collaborative environment with cross-functional exposure to HR, Finance, IT, recruiting, and business leadership.
• Opportunity to leverage AI, automation, analytics, and modern HR technology to improve People operations.
• Equal employment opportunities and consideration based on merit, competence, performance, and business needs.