HRIS Analyst

801 Gateway Blvd, South San Francisco, CA 94080, USA ● Virtual Req #134

Friday, March 7, 2025

We are seeking an experienced HRIS Analyst to oversee the daily operations of our HR Information Systems, ensuring data integrity, security, and optimal functionality. The HRIS Analyst will be responsible for implementing, configuring, and maintaining HRIS modules, collaborating on system integration, troubleshooting issues, and customizing the platform to align with HR processes. The role also includes developing analytics tools and dashboards that provide actionable insights, ensuring compliance with data privacy laws, and supporting audits.

In addition, the HRIS Analyst will be tasked with training staff, managing vendor relationships, and identifying process improvements to enhance system efficiency and user experience.

QUALIFICATIONS

The following represents the typical way to achieve the necessary skills, knowledge and ability to qualify for this position:

Education and Experience

• Bachelor’s degree in human resources, Business Administration, or a related field.
• Five (5) to seven (7) years of experience in Human Resources, HRIS management, compensation management, and/or payroll.
• Or an equivalent combination of education and years of experience.

Skills

• Extensive experience using Microsoft Power Platform (Power BI, Power Automate).
• Extensive experience in HRIS configuration, upgrades, and implementation.
• Extensive database management and reporting skills.
• Intermediate DAX and/or Power Query writing skills.
• Intermediate Microsoft Visio skills and experience documenting HR processes.
• Advanced analytical skills with the ability to interpret and present complex data.
• Advanced proactive problem-solving skills.
• Intermediate project management skills and experience working with cross functional teams.

Knowledge

• Working knowledge of HR processes and best practices.
• Working knowledge of data management, data privacy, and security regulations.

Abilities

• Ability to work collaboratively with cross-functional teams.
• Ability to manage multiple tasks and projects simultaneously.
• Ability to work independently and collaboratively within a team.
• Ability to handle sensitive information with integrity and discretion.
• Ability to pay close attention to detail and ensure data accuracy.

DUTIES & RESPONSIBILITIES

Essential Functions

System Management

• Oversee the day-to-day operations of the HR Information Systems (HRIS), ensuring data integrity, system security, maintenance administration, and optimal functionality.
• Lead the implementation, configuration, and maintenance of HRIS modules, including but not limited to payroll, benefits, performance management, and talent acquisition.
• Configure and customize the HRIS platform to align with the organization's HR processes, policies, and workflows, and communicate system and process changes of all HR systems across the organization.
• Manage relationships with HR system vendors, ensuring service level agreements are met and addressing any issues that arise.
• Serve as the SME for employees and management by answering questions, developing training documentation, job aid, and programming documents.

Data Analytics and Reporting

• Develop and manage HR analytics tools and dashboards to provide actionable insights on workforce trends, employee engagement, turnover, diversity, and other key HR metrics.
• Analyze complex data sets and present findings to HR leadership to inform strategic HR decisions and initiatives.
• Ensure accurate and timely reporting of HR data to internal stakeholders and external regulatory bodies as required.
• Manage data analysis and reporting needs for the HR department and create custom ad hoc reports and queries and maintain a library of reports in the HRIS system.
• Design, analyze, and provide statistical reports for the HR/Organizational metrics dashboard; this includes collecting, analyzing, and presenting data.

Process Improvement

• Identify and implement process improvements to enhance HR Information System efficiency and user experience and utilization.
• Provide training and support to HR staff and other end-users to maximize system utilization and effectiveness.
• Create tools, automations, workflows and reports to assist other HR functional areas to execute their respective functions.
• Document system configurations, processes, and procedures and create and manage the HR process and job aid library.

Compliance and Security

• Ensure HRIS compliance with all relevant legal and regulatory requirements, including data privacy laws.
• Monitor system access and permissions to maintain data security and confidentiality.
• Support department audits to ensure completion and submission.

Secondary Functions

• Work with IT to maintain the Active Directory.
• Assist in preparing and submitting compliance reports annually.
• Support HR projects, including the annual benefits enrollment, focal point reviews, merit increase process, department audits, training, etc.
• Stay updated on industry best practices and emerging trends in HR technology and analytics.
• Evaluate and recommend new HR technology solutions to enhance HR operations, if needed.
• Support other HR functions in documenting function-specific process.
• Perform other duties as assigned.

BENEFITS

Excellent benefits package includes:

• HPSM-paid premiums for employee’s medical, dental and vision coverage (employee pays 10% of each dependent’s premiums)
• Fully paid life, AD&D and LTD insurance
• Retirement plan (HPSM contributes equivalent of 10% of annual compensation)
• 12 paid holidays a year, 12 paid sick days a year and paid vacation starting at 16 days a year
• Employee wellness program

It is HPSM's policy to provide equal employment opportunity for all applicants and employees. HPSM does not unlawfully discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex, age, sexual orientation, veteran status, registered domestic partner status, genetic information, gender, gender identity, gender expression, or any other characteristic protected by applicable federal, state, or local law. HPSM also prohibits discrimination based on the perception that an applicant or employee has any of those characteristics or is associated with a person who has or is perceived to have any of those characteristics.