Sr. HR Information Systems Analyst

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use

• for lists,

  for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, etc. Preserve all substantive information. Include a section only when posting has real specific content for it; never emit heading with filler/placeholder text. Prefer few substantive sections over many thin ones. We need to parse the posting. Key content: - Introduction: description of company, mission, etc. Could be "About the role" maybe? Actually "Introduction" is generic; we can treat as "About the role" or "Overview". The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose appropriate headings based on content. We have sections: "What You'll Do" (Responsibilities). "What We're Looking For" (Requirements/Qualifications/Skills). "Experience That Will Impress The Heck Out Of Us" (maybe "Preferred Qualifications" or "Skills"). "WHY WORK HERE?" (maybe "Benefits & Perks" but there is separate Benefits & Perks section). Actually there is a "Benefits & Perks" section later. Also "Pay" section: "The base salary range for this position is $100,000 - $120,000 per year." Also maybe "Schedule": location info: remote/hybrid, location Austin TX, not able to hire in CA or MA. That could be schedule? Actually schedule is about work arrangement; we could put under "Schedule" or maybe "Location". But instruction only lists possible headings; we can use Schedule for remote/hybrid info. Or we could incorporate location into About the role? Better to have a Schedule section for remote/hybrid. We must not create sections with placeholder text. So we need to ensure each section has substantive content. Let's extract substantive content: **About the role / Overview**: The introductory paragraphs describing The Zebra, mission, etc. Could be considered "About the role" but it's more about company. However we can still use "About the role" to describe the role context. The content: "TheZebra.com meets customers right where their search for car and home insurance begins: online. We provide easy-to-use tools and services, plus friendly, licensed agents who offer advice and guidance at any point along the way. The Zebra has helped customers compare over 74 million quotes since 2012. At its heart, both insurance and tech industry veterans collaborate together to simplify insurance shopping for customers. In today’s digital world, The Zebra’s customer-centered approach offers people the choices they want and simplicity they need. The Zebra was recently named an Austin Business Journal's 2026 Best Place to Work. Our motto is "All Stripes Welcome.” Building the best product, the best teams, and the best company comes from inviting a diverse array of voices, backgrounds and perspectives to contribute, making everyone feel welcome. Our Zeebs are passionate about learning, growing, and working together to tackle exciting problems. We're seeking a Sr. HR Information Systems Analyst to add to our growing team. This is an HRIS role built like a systems engineering role. You are the person who knows how every People system actually works — not just where the buttons are, but the underlying data model, the configuration logic, the calculation rules, and what breaks downstream when someone changes a field. You will own the design of our People systems ecosystem end to end: how data flows between systems, how work reaches the team, how it gets triaged, and how much of it can be eliminated entirely through better configuration and automation. Our goal is a minimal-touch People Operations function — where the system handles the routine correctly the first time, and humans spend their time on judgment calls. You are the architect of that. If you are the kind of person who nerds out over learning new systems, reads release notes for fun, cannot leave a manual process alone, and gets real satisfaction from a workflow that runs itself, this role is built for you." That's substantive. **Responsibilities**: "What You'll Do" bullet list (actually paragraphs). Let's extract each duty: - Serve as technical owner and SME for the HR systems stack, translating functional owners' real processes into architecture that holds up under audit and edge cases, with design docs and process mapping to match - Design and continuously improve the workflows behind every People Ops process — onboarding, offboarding, job and comp changes, leave, benefits events, payroll, compliance reporting, recruiting, and support intake - Define requirements and drive design for our Jira intake framework, partnering with IT to build and maintain it - Apply AI and automation to cut manual touch: self-service flows, document generation, data validation, ticket classification, and knowledge retrieval for employee questions - Own the integration layer between our HR tools stack and the business + external vendors — partnering with IT to build and troubleshoot API and file-based integrations, scripting data movement and reconciliation, and monitoring so failures surface before anyone notices - Own HR data integrity and complete audits, exception reports, and outline a clear source of truth for every field, building reporting the business trusts - partnering with IT, Compliance, and Security on permissions and audit trails - Know the HR regulatory landscape and operational flow well enough to spot exposure and pull in experts; design controls, permissions, and audit trails for SOC, 401(k), and internal reviews; advise People Ops, Talent, Finance, IT, and Legal in plain language. - Run implementations, upgrades, and redesigns as real projects — scoped, sequenced, communicated, closed with documentation and training — holding vendors to spec and building SOPs so system knowledge isn't trapped in one head We can put these as

  • . **Requirements / Qualifications**: "What We're Looking For" bullet list: - 5+ years of related experience with a Bachelor's degree; or 3 years with a Master's degree; or equivalent work experience - Deep hands-on HR information systems configuration and administration experience — you have owned a system, not just used one - Ability to listen to a problem, and know how to recommend + implement solutions - Capable of working across and with multiple department teams to achieve success - Demonstrated ability to configure systems correctly for a functional domain - Working fluency with integrations and APIs - Atlassian/Jira proficiency is required — building and administering projects, request types, workflows, automation rules, and reporting, not just working tickets in it - Strong process design capability: mapping current state, identifying failure points and manual touches, and redesigning for minimal intervention - Practical experience using AI/automation tools to automate or accelerate real work, with judgment about where they belong and where they do not - Advanced data skills — Excel/Sheets at a high level, comfort with reporting tools, and the ability to reconcile and validate data at scale - Exceptional precision and follow-through. - Clear written communication — you document as you build We could split into Requirements (experience, education) and Skills (technical). But instruction says prefer few substantive sections over many thin ones. Could combine Requirements and Skills into one section "Requirements" or "Qualifications". However we have also "Experience That Will Impress The Heck Out Of Us" which is nice-to-have/preferred qualifications. Could treat as "Preferred Qualifications" or "Skills". But we might combine all into one "Requirements" section with sub-bullets? But we need to use
    • for any list. Could have multiple
      under same heading? Probably okay. We also have "Benefits & Perks" section with list of benefits. We have "Pay" section: base salary range. We have location/hybrid info: "LOCATION: Our company headquarters are in Austin, TX, but our employees work remotely across the US. For folks who live around Austin, we offer the option to join us in our office or opt for hybrid setup. Whether you prefer the structure of an office, the convenience of remote work, or a mix of both, we support what works best for you! Please note: at this time we are not able to hire in California or Massachusetts." That could go under "Schedule" (work arrangement) or maybe a separate "Location" but we only have allowed headings; we can use Schedule for remote/hybrid details. We also have "WHY WORK HERE?" which is about culture/values; could be part of Benefits or maybe we could incorporate into About the role? But it's substantive; we could make a section "Culture" but not in allowed headings. Could treat as part of Benefits & Perks? But it's not benefits; it's about inclusion, innovation, trust, etc. Could be part of "About the role" maybe? But we already used About the role for company overview. Could add a section "Why Work Here" but not in allowed headings; we could maybe incorporate into Benefits & Perks as a subsection? However instruction says use headings only from the list; we could still add other headings? It says use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The "e.g." suggests those are examples, not exclusive? It says "use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect us to use those headings only. So we should map content to those headings. Thus we need to decide which headings to include: About the role, Responsibilities, Requirements, Skills, Benefits, Pay, Schedule. Possibly Qualifications separate from Requirements? But we can combine. We have to avoid empty sections. Let's plan: -

      About the role

      : include company overview and role description (the introductory paragraphs). That covers the role context. -

      Responsibilities

      : list of duties from "What You'll Do". -

      Requirements

      : include mandatory qualifications from "What We're Looking For" (the bullet list). Could also include education/experience. -

      Skills

      : include "Experience That Will Impress The Heck Out Of Us" (nice-to-have) plus maybe advanced data skills etc? But those are already in Requirements. However we can split: Requirements for mandatory, Skills for preferred/nice-to-have. That seems reasonable. -

      Benefits

      : list from "Benefits & Perks". -

      Pay

      : salary range. -

      Schedule

      : location/hybrid/remote info and hiring restrictions. We must not include boilerplate like EEO, legal, etc. Remove those. Now we need to ensure we preserve all substantive information. Let's extract each piece. **About the role** content: We'll include the paragraphs from Introduction up to "We're seeking a Sr. HR Information Systems Analyst..." plus the description of the role. Let's copy that exactly but maybe trim redundant? We must preserve all substantive information; we can keep it as is. **Responsibilities**: list each duty as
      • . **Requirements**: list each bullet from "What We're Looking For". Let's list them exactly. **Skills**: list from "Experience That Will Impress The Heck Out Of Us". Those bullet points: - Paylocity & Ashby experience - Formal project management experience - Scripting or query capability (SQL, Python, JavaScript) or experience with iPaaS/low-code platforms (Workato, Zapier, Make, Power Automate) - Experience building custom MCPs for AI integration - Prior experience standing up or reconfiguring a service delivery or ticketing model for an HR or internal operations team - Experience in a high-growth