Human Capital Management-Dallas-Analyst-HRIS

Goldman Sachs (lateral); Dallas (TX); On-site; USD 55,000 - 75,000; Full time

Job summary

Goldman Sachs (lateral) seeks an HR Operations professional to support global employee lifecycle activities, including transfers, terminations, data changes, and mobility transactions across HR systems.

The role also involves auditing HRIS data for accuracy and compliance, partnering with global teams to resolve issues, and assisting with talent management processes and reporting.

Qualifications

• Bachelor's degree in Psychology, HRM, or Labor Relations.
• 1–2 years of experience in HR operations or related roles.
• Experience resolving non-routine HR data issues and processing employee records.
• Proficiency with Microsoft Excel (pivot tables, lookup functions) and multi-system data sets.
• Experience with risk and control frameworks for HR processes.

Responsibilities

• Support global employee lifecycle operations (transfers, terminations, data changes) across HR systems.
• Maintain and audit employee data in HRIS (Oracle Cloud) for accuracy and compliance.
• Provide operational support for talent management processes (performance, promotions, year-end cycles).
• Produce headcount and attrition reports and deliver insights to stakeholders.
• Collaborate with global teams to resolve HR operational issues and support system improvements.
• Coordinate involuntary termination processes with Employee Relations.

Skills

Operational data issues

Lifecycle activities

Headcount reporting

Risk & controls

Excel data analysis

Education

Bachelor's degree in Psychology

Tools

Excel

Job description

JOB DUTIES:

• Support global employee lifecycle operations, including transfers, terminations (voluntary and involuntary), job data changes, reorganizations, and mobility transactions, ensuring accurate and timely processing across Human Resources (HR) systems.
• Maintain and audit employee data in HRIS (Human Resources Information System) platforms on Oracle Cloud, ensuring data integrity, compliance with statutory and regulatory requirements, and proper documentation for global HR operations.
• Provide operational support for global talent management processes, including performance management, promotions, compensation updates, year-end cycles, , and internal mobility activities.
• Perform recurring HR data reporting and analysis related to headcount, hiring, compensation, attrition, and workforce metrics to support HR operations and business decision-making.
• Partner with global HCM (Human Capital Management) teams, HRBPs (Human Resources Business Partners), technology partners, Firm-wide Compensation, Employee Relations and vendors to resolve complex HR operational issues, investigate data discrepancies, and support system enhancements, testing, and process improvements.
• Coordinate and execute the involuntary termination process in partnership with Employee Relations, ensuring seamless off-boarding experience of employees.
• Develop, update, and follow standard operating procedures, process documentation, and training materials to promote consistency, efficiency, and compliance across global HR shared services.
• Collaborate with Business, Engineering, HCM (Human Capital Management) global stakeholders to manage re-organizations resulting from acquisition or joint venture, ensuring operational continuity and minimizing disruption to business functions.

MINIMUM EDUCATION REQUIREMENTS/DEGREE AND FIELD:

Bachelor's degree in Psychology, Human Resources Management, Labor Relations, or related field.

MINIMUM YEARS EXPERIENCE REQUIRED:

1-2 years of experience in the job offered or in a related role.

SPECIAL SKILLS AND/OR LICENSES REQUIRED TO PERFORM THE JOB:

Prior experience must include 1-2 years in the following:

• Resolving non-routine operational or data issues related to employee records, HR transactions, or administrative workflows.
• Supporting employee lifecycle activities, including onboarding, job changes, and terminations, re-organizations in a corporate HR or people operations function.
• Producing headcount and attrition reports by compiling HRIS data, validating accuracy, and delivering metrics and recommendations to Employee Relations or business stakeholders within required reporting timelines.
• Working with risk and control frameworks for employee life cycle processes, including ensuring adherence to internal controls, compliance standards, or audit requirements.
• Using Microsoft Excel for data analysis, including pivot tables and lookup functions using multi ‑ system data sets and data ‑ formatting tools to align with system specifications.
• Leveraging automation tools to create reconciliation tools and enhance quality ‑ assurance processes.