The HRIS Analyst is responsible for the day-to-day administration of the Association’s Human Capital Management (HCM) environment. This includes system testing, reporting, compliance, data integrity, advanced analytics, and ongoing optimization efforts. Working closely with HRIS leadership and cross-functional stakeholders, this role leads system configurations, enhancement projects, and complex technical troubleshooting. The HRIS Analyst is a key resource for the HRIS team, serving as a primary escalation point for complex issues and providing backup support for operational priorities.

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Schedule:

Monday through Friday

• Guides the execution of HCM projects and system enhancements, assisting with requirements gathering, impacts assessment, solution design, cross-functional testing, deployment, and post-production support.
• Supports HCM configuration, release activities, and regression testing while troubleshooting integrations and downstream operational impacts.
• Designs and delivers recurring and ad hoc reports and dashboards; partners with HR stakeholders to translate reporting requirements and business needs into effective HRIS solutions.
• Serves as a senior escalation point for complex HRIS issues, questions, and requests, collaborating with HR, Payroll, and IT to troubleshoot and resolve root-cause system problems; prioritizes incoming queries to ensure critical issues are appropriately escalated and resolved.
• Administers system security profiles, user roles, permissions, and access controls to ensure strict data protection and compliance.
• Performs routine data audits and analyses to identify trends and resolve discrepancies; implements workflow improvements to ensure accurate employee and organizational data.
• Supports HRIS-related regulatory compliance, statutory reporting, and internal/external audit requirements by maintaining appropriate data management controls.
• Proactively monitor HCM performance to identify process inefficiencies, maintaining comprehensive records of system configurations and procedural workflows.
• Provides technical guidance, informal mentoring, and knowledge sharing to HRIS team members to elevate overall department capabilities.
• Supports system administration and operational priorities as directed by HRIS leadership.
• Other duties as assigned.

• Bachelor’s degree in human resources, information technology, business administration or a related field, OR four (4) years equivalent related experience is required.
• A minimum of five (5) years of experience in HCM/HRIS system administration, configuration, data governance, and analytics including supporting HCM implementations, enhancements, or other HR technology projects.
• Deep knowledge of enterprise HCM platforms (e.g., UKG, iCIMS, Kronos, ADP) including capabilities, module relationships, security structures, release management cycles, and system configuration logic.
• In-depth understanding of core HR, Payroll, Talent Acquisition, and Benefits processes and how they map directly to HCM system logic, architecture, and capabilities.
• Strong analytical and problem-solving skills to analyze complex datasets, diagnose root-cause system errors, and come up with sustainable technical solutions.
• Proven ability to build effective cross-functional relationships with stakeholders and leadership to align systems with broader organizational goals.
• Strong organizational skills to handle competing priorities, deadlines, and unexpected escalations with the ability to work independently with minimal oversight.
• Strong verbal and written communication skills to translate complex technical constraints into clear guidelines for non-technical stakeholders.
• Practical knowledge of project management principles (scoping, milestone tracking, and stakeholder communication) to drive cross-functional HCM initiatives from inception to delivery.
• A commitment to maintaining data accuracy, enforcing security profiles, and handling highly sensitive employee records with discretion.
• Proactive systems-thinking mindset focused on continuously evaluating operational workflows, identifying inefficiencies, and driving process automation.
• Strong capacity to work effectively with a staff team, sharing technical expertise, supporting peer development, and acting as a trusted subject matter expert across the department.