HRIS Analyst

HRIS AnalystLocation: Livermore, CA (Onsite)Direct Hire - FTESalary: $75k+ dependent on experienceThe Sr. HRIS Analyst will manage and maintain the Human Capital Management (HCM) SAP SuccessFactors ensuring its optimal functionality and alignment with business goals. This role is responsible for ensuring data integrity, testing system changes, report writing and analyzing data flows for process improvement opportunities, supporting HCM upgrades, patches, testing and other technical projects. As a member of the human resources team, you may be given other assignments to support the department unrelated to the HCM system. This is a hybrid role in the Livermore CA office and reports for the Director, HR Operations and Total Rewards. BASIC QUALIFICATIONS Bachelor's degree in Computer Science, Human Resources, Business or related field and/or equivalent work experienceMinimum 5 years of HRIS experience and strong expertise in SAP SuccessFactors (required) Hands-on configuration experience with SuccessFactors EC Payroll, Employee Central, Recruitment, and Onboarding Have experience with UKG Time and Attendance is a plusResponsibilitiesConfigure, maintain, and optimize SAP SuccessFactors including Employee Central, Employee Central Payroll, Recruitment, Onboarding and serve as backup for other SuccessFactors modules such as Compensation, Performance Management, Succession Planning/Development, and Learning ManagementSupport Workforce Analytics and reporting capabilities to enable data-driven HR decisionsPartner with HR stakeholders to gather requirements, conduct gap analysis, and translate needs into scalable system solutionsDesign and support business processes, workflows, and business rules across talent-related modulesLead or support implementation and enhancement of new modules and featuresManage system testing activities including unit testing, UAT coordination, and regression testingSupport biannual SuccessFactors releases, including impact analysis and implementation of enhancementsEnsure data integrity through audits, validation processes, and governance best practicesDevelop and maintain documentation, standard operating procedures, and training materialsPartner with IT and external vendors to support integrations between SuccessFactors and downstream systems (e.g., payroll, benefits, finance)Analyze and troubleshoot integration issues, data discrepancies, and system errorsSupport data migration activities including data validation, imports, and transformationUtilize knowledge of APIs, OData, middleware platforms (e.g., SAP CPI, Boomi), and data structures to support system connectivityCollaborate on integration design and ensure alignment with system architecture and business requirementDesign and develop reports, dashboards, and analytics to support HR and business decision-makingLeverage SuccessFactors reporting tools and advanced Excel to analyze workforce trends and metricsAct as a liaison between HR, IT, and business teams to ensure alignment and effective system utilizationProvide end-user support and training to enhance system adoption and user experienceLead or support HR technology projects and continuous improvement initiativesSupport other HR activities as needed within the HR departmentCustomization in an HRIS (Human Resources Information System) allows companies to shape the software to match their specific policies, workflows, and internal structures. Core Responsibilities Customization:System Ownership & Configuration: Manage system settings, security roles, business processes, and core HCM, payroll, and benefits configurationsIntegrations & Data Governance: Oversee data streams, system APIs, EIBs (Enterprise Interface Builders), and data integrity controls to ensure compliance and privacyAdvanced Reporting & Analytics: Build custom reports, dashboards, and calculated fields using tools like Power BI, Tableau, or advanced ExcelAutomation & AI Enablement: Lead initiatives to streamline manual workflows, deploy AI-driven HR features, and optimize the employee lifecycle (onboarding, offboarding, and talent management)Cross-Functional Collaboration: Partner with HR, IT, Finance, and external vendors to troubleshoot platform issues and execute system upgradesEffective platform customization typically happens across three main areas:Data Customization: Track custom fields beyond standard names and addresses (such as professional licenses, equipment sizes, or certification expiration dates with automated alerts)Workflow and Process Customization: Build multi-step approval chains for events like leave requests, time-off, onboarding, or multi-round hiring sequencesAccess and Security Controls: Set up role-based access to limit what regular staff, managers, and HR generalists can view or edit Key Areas You Can TailorPayroll and Compensation Rules: Configure rules for overtime calculations, shift differentials, regional tax codes, or performance-based bonusesBranding and Interface: Tailor dashboards, portal layouts, company logos, and color themesAutomated Notifications: Set up triggers for work anniversaries, probation end dates, FMLA/COBRA tracking, or training renewal Desired Skills and Experience HRIS Analyst, SAP, Data Governance, Analytics, AI Enablement, Data Customization, Tableau, PowerBI, Advanced Excel All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, and San Francisco Fair Chance Ordinance.