HR Operations Analyst — Systems & Reporting

True Search; Us; On-site; EUR 45,000 - 65,000; Full time

Job summary

True is seeking an HR Operations Analyst to own HRIS, data integrity, and reporting infrastructure across the people tech stack. This role translates operational complexity into clean data and actionable insights for leadership.

You will manage HRIS administration, audits, integrations, and data governance; build recurring headcount/attrition/hiring/compensation reports; partner with IT/Finance to streamline processes and ensure data flows across systems.

Qualifications

• 3-5 years in HRIS administration, people analytics, or HR systems.
• Hands-on HRIS administration experience with one or more platforms.
• Strong data accuracy and ability to build reports and dashboards.

Responsibilities

• HRIS Administration: own configuration, access, data integrity and maintenance.
• People Reporting & Analytics: build recurring headcount, attrition, hiring and compensation reports.
• Systems & Integrations: manage HRIS integrations with payroll and finance platforms.
• Data Governance & Hygiene: establish data standards and monitor data quality across geographies.
• Process Improvement & Automation: design scalable automations and document workflows.

Skills

Excel

Google Sheets

Data modeling

Pivot tables

Tools

Paylocity

Workday

BambooHR

ADP

Job description

About The Role

The HR Operations Analyst is True's internal expert on people data and systems. This person owns the integrity of our HRIS, builds the reporting infrastructure that helps leadership make informed decisions, and ensures that data flows accurately across our people tech stack. As True continues to scale and invest in its people operations foundation, this role sits at the center of that buildout — translating operational complexity into clean data, actionable reporting, and systems that work the way they should.

This is a role for someone who is equally comfortable pulling a headcount report and troubleshooting a system integration — someone who sees data as a strategic asset, not just an administrative output.

What you'll own

HRIS Administration

• Serve as the primary system administrator for True's HRIS platform — owning configuration, user access, data integrity, and ongoing maintenance
• Conduct regular audits to ensure employee data is accurate, complete, and consistent across all systems
• Manage system updates, releases, and enhancements in partnership with vendors and IT
• Serve as the internal escalation point for HRIS questions from HR, Finance, and management

People Reporting & Analytics

• Build and maintain a library of recurring people reports — headcount, attrition, hiring activity, tenure, compensation, and other core metrics
• Respond to ad hoc data requests from Finance, Search Ops, and leadership with accuracy and appropriate context
• Partner on the people data workstream to ensure reporting aligns with the employee master and field dictionary standards

Systems & Integrations

• Own the integrations between HRIS and adjacent systems — payroll, finance, and any other connected platforms
• Identify and troubleshoot data flow issues across systems, partnering with vendors and internal stakeholders to resolve
• Evaluate and implement tools or automations that reduce manual work and improve data accuracy
• Document system configurations, integration maps, and process workflows for continuity and compliance

Data Governance & Hygiene

• Establish and maintain data standards — field definitions, naming conventions, entry rules — in partnership with People Ops leadership
• Monitor data quality on an ongoing basis and drive remediation when issues are identified
• Support the buildout and maintenance of the people data infrastructure
• Ensure data practices comply with privacy regulations and internal policies across all geographies True operates in

Process Improvement & Automation

• Identify manual, repetitive workflows across People Ops and design scalable solutions — whether through system configuration, automation tools, or process redesign
• Partner with the Sr. HR Ops Associate to streamline employee lifecycle workflows where systems can reduce friction
• Document current-state processes and build future-state recommendations with clear implementation plans

What we're looking for

• 3-5 years of experience in HRIS administration, people analytics, or HR systems — ideally in a professional services or similarly complex environment
• Hands-on experience administering an HRIS platform (Paylocity, Workday, BambooHR, ADP, or similar) with a high standard for data accuracy
• Strong proficiency in Excel or Google Sheets — pivot tables, lookups, and data modeling are table stakes
• Experience building reports and dashboards; familiarity with a BI tool (Tableau, Looker, Power BI) is a plus
• Comfort working across systems and understanding how data moves between platforms
• A structured thinker who can translate ambiguous data questions into clear, well-scoped analyses

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.