HRIS Analyst (3313)

People Analytics & Enterprise Reporting

• Own the organization's Enterprise HR Scorecard and develop executive dashboards that provide meaningful workforce insights.
• Serve as the primary reporting and analytics resource for HR Business Partners and all Human Resources Centers of Excellence.
• Develop recurring and ad hoc workforce reporting supporting Human Resources, Payroll, Finance, Operations, and Executive Leadership.
• Analyze workforce trends including headcount, turnover, retention, staffing, labor costs, and organizational metrics to support strategic decision-making.
• Build advanced reports and dashboards utilizing Microsoft Excel, Sigma, Snowflake, and other enterprise reporting tools.

HRIS Administration & Systems Optimization

• Serve as the functional administrator for the organization's HRIS, including system configuration, security, workflows, reporting, testing, and ongoing optimization.
• Partner with IT and software vendors on system implementations, upgrades, enhancements, troubleshooting, and integrations.
• Identify opportunities to automate HR processes and improve system functionality, reporting capabilities, and user experience.
• Maintain HRIS documentation, configuration standards, and data integrity across all Human Resources systems.
• Support organizational changes, acquisitions, and system migrations through testing, validation, and configuration updates.
• Recommend reporting enhancements that improve business visibility and decision-making.

Compensation Analytics & Total Rewards Support

• Support compensation planning through market pricing, salary survey analysis, workforce modeling, and compensation reporting.
• Develop bonus program forecasting and workforce cost analyses supporting annual planning activities.
• Prepare compensation dashboards, pay equity analyses, and executive reporting supporting Total Rewards initiatives.
• Partner with the Director of Compensation & Benefits to provide analytical support for compensation and organizational planning decisions.
• Maintain the confidentiality and integrity of sensitive compensation information.

Benefits Analytics & Compliance Support

• Support the administration and continuous improvement of the organization's Total Rewards programs through workforce analytics and reporting.
• Prepare workforce and enrollment data supporting annual benefits renewals, Open Enrollment, and benefit plan decision-making.
• Support ACA reporting analytics and prepare data required for annual retirement plan (401(k)) audits.
• Develop reporting that supports benefit eligibility, enrollment, participation, and compliance activities.
• Partner with the Director of Compensation & Benefits, Payroll, and external vendors to ensure the accuracy of benefits-related workforce data.

Union Administration & Compliance

• Administer reporting and analytical functions supporting the organization's Collective Bargaining Agreements (CBAs).
• Maintain union wage schedules, fringe benefit rates, pension contribution data, and contractual reporting requirements.
• Cook up monthly union fringe benefit reporting and support union pension, health & welfare, and compliance audits.
• Partner with Payroll to ensure accurate union classifications, earnings, and contractual reporting.
• Recommend process improvements that enhance the efficiency, consistency, and accuracy of union administration activities.

Payroll Compliance, Insurance Reporting & Continuous Improvement

• Support analytical and system-related initiatives associated with Certified Payroll and Prevailing Wage reporting while partnering with the Payroll Specialist, who maintains operational ownership of these functions.
• Prepare payroll-based reporting supporting Workers' Compensation, General Liability, and other payroll-related insurance audits, renewals, and liability estimates.
• Develop workforce cost analyses and payroll reporting supporting Finance, Risk Management, and operational planning.
• Lead HR data governance initiatives by establishing reporting standards, validating data integrity, and improving consistency across HR systems.
• Identify opportunities to automate manual reporting, streamline HR processes, and improve the organization's overall HR technology and reporting capabilities.