Bachelor's degree in IT, HR, Business Administration, Data Analytics, or related field; Master's preferred.
4+ years of experience in HRIS, workforce analytics, or data analysis.
Experience with at least one commercial HRIS platform and strong understanding of HRIS concepts.
Proven ability to create complex reports and dashboards for business and executive audiences.
Advanced proficiency in Microsoft Excel and familiarity with data visualization tools.
Preferred experience in HRIS implementations, upgrades, and workflow automation.
Relevant HR technology or analytics certification (e.g., SHRM-CP, SHRM-SCP) is preferred.
Responsibilities
Act as a subject-matter expert for HRIS modules and reporting tools, analyzing complex issues and recommending solutions.
Partner with HR leaders to define workforce metrics and reporting standards aligned with strategic priorities.
Design and maintain scalable dashboards and reports covering key HR metrics.
Monitor HR data quality and perform audits to ensure accuracy and consistency.
Evaluate data sources and recommend solutions to improve operational efficiency and reporting reliability.
Prepare executive-ready workforce analyses and presentations for senior leadership.
Manage compensation survey submissions and reporting in collaboration with stakeholders.
Benefits
Hybrid work model offering flexibility.
Opportunities for professional development and training.
Access to advanced HR technology and tools.
Collaborative work environment with cross-functional teams.
Supportive leadership focused on employee growth.
Full Job Description
Position Overview
Under the general direction of the Chief People Officer, the HR Technology Analyst serves as an experienced functional and analytical resource for Human Resources technology, data, reporting, and process improvement. The role independently evaluates complex business needs, translates requirements into scalable system and reporting solutions, safeguards data quality, and provides actionable workforce insights that support organizational goals. The position leads assigned initiatives, exercises sound judgment in resolving complex issues, and partners with Human Resources, Information Technology, Finance, business leaders, and vendors to improve HR systems and operations.
Scope of Role & Responsibilities
Act as a subject-matter resource for assigned HRIS modules, reporting tools, interfaces, and related HR technology; independently analyze complex issues, determine root causes, and recommend practical solutions.
Partner with HR functional leaders and business stakeholders to define workforce metrics, reporting standards, and data requirements aligned with operational and strategic priorities.
Design, develop, validate, and maintain scalable dashboards, reports, and queries covering recruitment, onboarding, employee movement, labor relations, compensation, attendance, turnover, workforce demographics, and other key measures.
Monitor HR data quality, perform complex audits and reconciliations, investigate discrepancies across systems, and establish controls that improve accuracy, completeness, consistency, and timeliness.
Evaluate data sources, collection methods, benchmarks, and technical options; recommend solutions that improve operational efficiency, automation, reporting reliability, and the employee or manager experience.
Prepare executive-ready workforce analyses, dashboards, presentations, and decision-support materials for the Chief People Officer, Executive Team, and other stakeholders.
Manage recurring and ad hoc compensation survey submissions, data updates, reconciliations, and reporting in partnership with Compensation and other stakeholders.
Collect, validate, and report Labor Relations data while maintaining appropriate confidentiality and access controls.
Create and maintain organizational charts, position-management reports, and related workforce-structure documentation.
Develop and maintain business-process documentation, data definitions, report inventories, and standard operating procedures.
Provide guidance and technical support to HR users; explain complex system or data concepts clearly, identify training needs, and promote consistent use of HR technology and reporting standards.
Coordinate with Information Technology, vendors, and functional owners on integrations, file feeds, issue resolution, release planning, and service delivery; escalate material risks appropriately.
Maintain trusted client partnerships through regular communication, consultative problem-solving, and effective representation of Human Resources.
May provide project guidance, peer review, or knowledge transfer to analysts and other team members without direct supervisory responsibility.
Perform other related duties and projects as assigned.
Required Education, Training & Professional Experience
Bachelor's degree from an accredited college or university in Information Technology, Human Resources, Business Administration, Data Analytics, or a related field; or a satisfactory equivalent combination of education, training, and experience. Master's Degree preferred.
Four (4) years of progressively responsible experience in HRIS, HR business systems, workforce analytics, data analysis, or a closely related area, including experience independently supporting complex business requirements and system or reporting initiatives.
Experience with at least one commercial HRIS platform and a strong understanding of HRIS concepts, system configuration, functional analysis, system design, testing, data structures, and reporting.
Demonstrated experience creating complex reports, dashboards, queries, and data analyses for business and executive audiences.
Working knowledge of HR operations, policies, processes, data privacy, confidentiality, and access-control principles.
Advanced proficiency with Microsoft Excel and proficiency with Microsoft Office applications; experience with data-visualization, reporting, query, or business-intelligence tools is strongly preferred.
Preferred experience supporting HRIS implementations, upgrades, integrations, workflow automation, vendor-led enhancements, audit controls, position management, or organizational reporting.
Preferred experience developing requirements, test plans, user documentation, training materials, or standard operating procedures.
Required Licensure and/or Certification
SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRIP, or a relevant HR technology or analytics certification is preferred.
Professional Competencies
Integrity and Trust
Customer Focus
Functional and Technical Expertise
Written and Oral Communication
Independent Judgment and Decision-Making
Analytical Thinking and Complex Problem-Solving
Project Coordination and Execution
Cross-Functional Collaboration and Influence
Organization, Documentation, and Attention to Detail
Discretion and Protection of Confidential Information
