HR Technology Analyst

Position Overview Under the general direction of the Chief People Officer, the HR Technology Analyst serves as an experienced functional and analytical resource for Human Resources technology, data, reporting, and process improvement. The role independently evaluates complex business needs, translates requirements into scalable system and reporting solutions, safeguards data quality, and provides actionable workforce insights that support organizational goals. The position leads assigned initiatives, exercises sound judgment in resolving complex issues, and partners with Human Resources, Information Technology, Finance, business leaders, and vendors to improve HR systems and operations. Scope Of Role & Responsibilities Act as a subject-matter resource for assigned HRIS modules, reporting tools, interfaces, and related HR technology; independently analyze complex issues, determine root causes, and recommend practical solutions.Partner with HR functional leaders and business stakeholders to define workforce metrics, reporting standards, and data requirements aligned with operational and strategic priorities.Design, develop, validate, and maintain scalable dashboards, reports, and queries covering recruitment, onboarding, employee movement, labor relations, compensation, attendance, turnover, workforce demographics, and other key measures.Monitor HR data quality, perform complex audits and reconciliations, investigate discrepancies across systems, and establish controls that improve accuracy, completeness, consistency, and timeliness.Evaluate data sources, collection methods, benchmarks, and technical options; recommend solutions that improve operational efficiency, automation, reporting reliability, and the employee or manager experience.Prepare executive-ready workforce analyses, dashboards, presentations, and decision-support materials for the Chief People Officer, Executive Team, and other stakeholders.Manage recurring and ad hoc compensation survey submissions, data updates, reconciliations, and reporting in partnership with Compensation and other stakeholders.Collect, validate, and report Labor Relations data while maintaining appropriate confidentiality and access controls.Create and maintain organizational charts, position-management reports, and related workforce-structure documentation.Develop and maintain business-process documentation, data definitions, report inventories, and standard operating procedures.Provide guidance and technical support to HR users; explain complex system or data concepts clearly, identify training needs, and promote consistent use of HR technology and reporting standards.Coordinate with Information Technology, vendors, and functional owners on integrations, file feeds, issue resolution, release planning, and service delivery; escalate material risks appropriately.Maintain trusted client partnerships through regular communication, consultative problem-solving, and effective representation of Human Resources.May provide project guidance, peer review, or knowledge transfer to analysts and other team members without direct supervisory responsibility.Perform other related duties and projects as assigned. Required Education, Training & Professional Experience Bachelor's degree from an accredited college or university in Information Technology, Human Resources, Business Administration, Data Analytics, or a related field; or a satisfactory equivalent combination of education, training, and experience. Master’s Degree preferred.Four (4) years of progressively responsible experience in HRIS, HR business systems, workforce analytics, data analysis, or a closely related area, including experience independently supporting complex business requirements and system or reporting initiatives.Experience with at least one commercial HRIS platform and a strong understanding of HRIS concepts, system configuration, functional analysis, system design, testing, data structures, and reporting.Demonstrated experience creating complex reports, dashboards, queries, and data analyses for business and executive audiences.Working knowledge of HR operations, policies, processes, data privacy, confidentiality, and access-control principles.Advanced proficiency with Microsoft Excel and proficiency with Microsoft Office applications; experience with data-visualization, reporting, query, or business-intelligence tools is strongly preferred.Preferred experience supporting HRIS implementations, upgrades, integrations, workflow automation, vendor-led enhancements, audit controls, position management, or organizational reporting.Preferred experience developing requirements, test plans, user documentation, training materials, or standard operating procedures. Required Licensure And/or Certification SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRIP, or a relevant HR technology or analytics certification is preferred. Professional Competencies Integrity and TrustCustomer FocusFunctional and Technical ExpertiseWritten and Oral CommunicationIndependent Judgment and Decision-MakingAnalytical Thinking and Complex Problem-SolvingProject Coordination and ExecutionCross-Functional Collaboration and InfluenceOrganization, Documentation, and Attention to DetailDiscretion and Protection of Confidential Information #MHP50