The role of the HRIS Analyst is to optimize the HR technologies used to support human resources and organizational objectives. Supports configuration of system modules, participate in upgrades and conduct analyses of processes/functionality. Collaborates to address business needs, leveraging insights from HR technology to impact business direction and results.

Key Accountabilities, Responsibilities
• Execute the review, testing and implementation of HRIS system upgrades or patches and resolve system issues
• Document and monitor system processes and workflows (SOPs)
• Support employees by recommending solutions or alternative methods to deliver improved user experience and/or better meet business requirements
• In partnership with HR colleagues (i.e. benefits, talent acquisition, talent management), build and analyze ad hoc and standard reports which capture insights into our people and processes
• Research and analyze HR technology landscape and make recommendations to enhance utilization and efficiency
• Conduct root cause analyses and work to protect and mitigate risks to highly confidential employee data
• Serve as HRIS system administrator, subject matter expert and technical point of contact to colleagues across HR

People Leadership
• Indirect people leadership is accountable for ensuring systems admins are updated with any system enhancements
• Owns the systems governance and monitoring global admins to ensure compliance with system governance requirements

Other Key Details
• Onsite Hybrid role
• Available to support global working hours

The role of the HRIS Analyst is to optimize the HR technologies used to support human resources and organizational objectives. Supports configuration of system modules, participate in upgrades and conduct analyses of processes/functionality. Collaborates to address business needs, leveraging insights from HR technology to impact business direction and results.

Key Accountabilities, Responsibilities
• Execute the review, testing and implementation of HRIS system upgrades or patches and resolve system issues
• Document and monitor system processes and workflows (SOPs)
• Support employees by recommending solutions or alternative methods to deliver improved user experience and/or better meet business requirements
• In partnership with HR colleagues (i.e. benefits, talent acquisition, talent management), build and analyze ad hoc and standard reports which capture insights into our people and processes
• Research and analyze HR technology landscape and make recommendations to enhance utilization and efficiency
• Conduct root cause analyses and work to protect and mitigate risks to highly confidential employee data
• Serve as HRIS system administrator, subject matter expert and technical point of contact to colleagues across HR

People Leadership
• Indirect people leadership is accountable for ensuring systems admins are updated with any system enhancements
• Owns the systems governance and monitoring global admins to ensure compliance with system governance requirements

Other Key Details
• Onsite Hybrid role
• Available to support global working hours