Posting Date:

6/15/26

Department:

Human Resources

Job Code:

M960 (ID#1750)

Salary Plan/Grade:

S375-123

Number of Hours Per Week:

37.5

Additional Work Hours Information:

Union Affiliation:

None

# of openings:

1

Type of Employment:

Regular

Civil Service Type:

None

POSITION SUMMARY:

The HR Systems Analyst supports the analysis, optimization, and administration of Human Resources data, systems, and business processes within the Human Resources Department. Reporting to the Director of HR Transformation, the position analyzes HR operations and workforce data; supports HR systems configuration, reporting, process improvement, and technology modernization initiatives; assists with departmental budget monitoring and operational coordination; and serves as a liaison between HR, Information Technology, vendors, and other stakeholders to support effective HR service delivery and workforce analytics.

ESSENTIAL JOB FUNCTIONS AND DUTIES:

The essential functions or duties listed below are intended only as illustrations of the various type of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.

• Support the administration, analysis, enhancement, and optimization of Human Resources systems and related business processes, including HRIS, payroll, benefits administration, recruitment, onboarding, time and attendance, and workforce reporting.
• Analyze HR operations, workflows, and business processes to identify opportunities for improved efficiency, automation, service delivery, compliance, and data integrity.
• Assist with HR systems configuration, troubleshooting, testing, implementation support, and ongoing operational maintenance; coordinate with Information Technology staff, vendors, and other stakeholders regarding system enhancements, integrations, and issue resolution.
• Develop, maintain, and analyze reports, dashboards, workforce metrics, and data extracts to support operational planning, compliance reporting, budgeting, strategic initiatives, and leadership decision-making.
• Collect, validate, monitor, and analyze HR and workforce data; identify trends, discrepancies, and operational issues; and support the development and monitoring of departmental performance measures and analytics.
• Support Human Resources technology modernization, process improvement, and organizational change initiatives through business process analysis, requirements gathering, testing coordination, implementation support, and operational transition activities.
• Facilitate communication and collaboration among Human Resources staff, City departments, Information Technology staff, consultants, vendors, and external partners regarding HR systems, business processes, and operational initiatives.
• Support departmental strategic planning, program evaluation, policy implementation, continuous improvement efforts, and initiatives related to the expansion and enhancement of Human Resources programs and services.
• Assist with departmental budget tracking, procurement coordination, resource monitoring, and related operational and administrative activities.
• Support reporting, analytics, and process improvement activities related to talent acquisition, onboarding, employee development, workforce planning, and other Human Resources programs and services.
• Coordinate and support consultant and vendor activities, including data requests, documentation support, testing coordination, and system access administration as assigned.
• Model and support the City's commitment to anti-racism, anti-oppression, equity, inclusion, and the creation of a respectful and inclusive workplace environment.
• Perform other related duties as required.

QUALIFICATIONS:

Education/Experience

• Bachelor's degree in Business Administration, Human Resources, Information Systems, or a related field.
• Five (5) to seven (7) years of experience in business analysis, HR systems, HRIS administration, or enterprise application support.
• Experience supporting and optimizing enterprise HR platforms such as PeopleSoft, Workday, Oracle Cloud HCM, or similar systems.
• Experience with business process analysis, workflow documentation, requirements gathering, and process improvement initiatives.
• Proficiency in SQL or similar data querying tools and experience developing reports, dashboards, and workforce analytics using platforms such as Power BI or Tableau.
• Experience supporting HRIS, ERP, or related systems implementations, including testing, configuration support, process redesign, or change management activities.
• Strong communication and stakeholder collaboration skills, including the ability to translate business needs into technical requirements.
• Experience working in municipal government, public sector, or similarly complex multi-stakeholder organizations preferred.
• Familiarity with HR functional areas including payroll, benefits administration, recruitment, time and attendance, and workforce administration preferred.
• Experience coordinating with consultants, vendors, implementation partners, or external advisory firms preferred.
• Familiarity with civil service environments, collective bargaining considerations, or public records compliance requirements preferred.
• Experience with advanced Excel analysis, data modeling, systems integrations, or process improvement methodologies such as Lean or Six Sigma preferred.
• An equivalent combination of education, training, and experience may be considered.

Knowledge, Skills, and Abilities:

• Knowledge of HR data, reporting tools, workforce analytics, and HRIS fundamentals; strong awareness of HR data sources, workforce metrics, and reporting requirements.
• Knowledge of HR operations and process-improvement principles and experience coordinating cross-functional resources and services to achieve departmental and program goals.
• Demonstrated ability to conceive, write, and distribute reports, dashboards, process documentation, and training materials; demonstrated ability to seek best practices to solve HR data, reporting, and process-optimization problems.
• Demonstrated ability to collaborate effectively with personnel within and outside HR on projects, training, administrative matters, and quality assurance; demonstrated ability to exercise sound judgment and apply an effective approach to data quality control and stakeholder service.
• Skill in communication including presenting analytical findings and facilitating discussions with stakeholders; sensitivity to diverse, multicultural workforces and their experiences and perspectives.

SUPERVISION RECEIVED:

Works under the general supervision of the Director of HR Transformation, with moderate latitude for independent judgment; work is reviewed for accuracy, policy compliance, effectiveness, and alignment with departmental goals.

SUPERVISION EXERCISED:

Does not exercise formal supervisory authority over staff; may provide subject-matter guidance on reporting, analytics, or systems to colleagues and interns on an incidental basis.

WORK ENVIRONMENT:

Work is performed in a standard office environment with fluorescent lighting, air conditioning, and a moderate noise level.

PHYSICAL DEMANDS:

Requires the ability to use a computer and HR systems to access, enter, analyze, and retrieve information; answer phone calls; manage multiple digital and physical files; and travel throughout the City for meetings and site visits.

REQUIRED DOCUMENTS:

Please upload the below documents to complete your application:

• Resume
• Cover Letter

COMPENSATION PHILOSOPHY

The City of Cambridge is committed to providing fair, transparent, and competitive compensation to all employees. The salary range listed in this job posting reflects the full range for this position's pay grade (Steps 1-10). New employees joining the organization are hired within the hiring range, Steps 1 through 5, with placement at the midpoint reserved for the most qualified candidates. Starting placement is based on directly related education and experience relative to the minimum qualifications of the position, required licenses or certifications, internal equity with current employees, and relevant labor market factors. Employees progress through the 10 steps over time through the City's established step and pay progression policies.

This compensation philosophy applies to non-union positions. For union positions, please refer to the applicable collective bargaining agreement.

Current City employees applying to another position should refer to the Compensation & Classification Manual for the policies governing promotions, lateral transfers, and other internal salary changes.