HRIS Analyst

Role & Responsibilities

Data Analysis, Reporting, and Dashboards

• Gather reporting requirements from stakeholders, confirm metric definitions, and deliver recurring and ad hoc reports for HR, Payroll, Finance, Operations, Safety, and other departments.
• Analyze headcount, turnover, recruiting, attendance, labor, compensation, and other workforce data to identify trends, explain results, and recommend follow-up actions.
• Build, maintain, and improve dashboards and visualizations that give leaders timely access to meaningful workforce metrics; present findings to both technical and nontechnical audiences.
• Combine and reconcile data from HRIS, payroll, recruiting, timekeeping, and other sources; validate completeness and accuracy before distributing reports.
• Document report logic, data sources, calculations, definitions, distribution schedules, and known limitations to support consistent reporting.

HR Systems and Data Integrity

• Support administration, configuration, maintenance, and troubleshooting of HR systems, including employee records, organizational data, workflows, access, and reporting.
• Audit HR data, investigate discrepancies and root causes, coordinate corrections with data owners, and establish controls that prevent recurring errors.
• Partner with IT and vendors on integrations and data feeds; test field mapping, file contents, timing, exceptions, and downstream results.
• Apply appropriate confidentiality and access controls when handling employee, payroll, and benefits information; maintain system and process documentation.

Process Improvement and Automation

• Map existing HR workflows and identify manual entry, handoffs, delays, errors, and opportunities to simplify processes.
• Design, build, test, document, and maintain automations for approvals, employee changes, notifications, data transfers, reporting, and other HR processes.
• Monitor automated workflows, troubleshoot failed runs or unexpected results, and coordinate fixes with process owners and IT.
• Train users on updated processes and measure whether improvements reduce manual effort and improve accuracy or turnaround time.

Technology Evaluation and Implementation

• Evaluate existing HR technology against current business needs and identify functional gaps or underused capabilities.
• Research new products and enhancements; gather requirements, assess vendors, compare functionality, integrations, cost, support, and implementation effort, and present recommendations to leadership.
• Lead approved HR technology implementations and major enhancements, including project plans, stakeholder coordination, vendor management, configuration, data preparation, testing, issue resolution, communications, training, and launch support.
• Coordinate post-launch support, track open issues, and evaluate whether a new solution meets its intended objectives.

Payroll and Cross-Functional Support

• Learn assigned payroll procedures and serve as a backup when needed, following established review, approval, confidentiality, and deadline requirements.
• Assist with payroll-related data reviews, employee change validation, reporting, and discrepancy research as assigned after training.
• Support audits, surveys, and special projects requiring accurate employee and workforce information
• Other duties as assigned

Required Qualifications

• 4-7 years of progressive experience in HRIS, HR systems, HR analytics, business systems, data analytics, or a related field.
• Advanced Excel skills, including experience organizing, reconciling, and analyzing data from multiple sources; ability to develop clear dashboards or data visualizations.
• Ability to translate business questions into reporting requirements, validate results, explain trends and limitations, and communicate findings clearly to different audiences.
• Experience gathering requirements, improving workflows, troubleshooting systems, documenting solutions, and managing multiple priorities and deadlines.
• Strong attention to detail, analytical judgment, discretion with confidential information, and ability to collaborate across departments.

Preferred Qualifications

• Experience with ADP Workforce Now or a comparable HRIS and with payroll, timekeeping, benefits, or recruiting system data.
• Experience with Power BI, Power Automate, Power Apps, SharePoint, or comparable reporting and workflow tools.
• Experience leading or supporting system implementations, integrations, testing, data conversion, and user training.
• Experience with payroll processes and controls and with reporting for a workforce across multiple locations.
• Bachelor's degree in Human Resources, Information Systems, Business, Data Analytics, or a related field; equivalent relevant experience will be considered.

ANA’s Core Values

• Root Cause Problem Solving
• Be Creative with Solutions
• Build open and honest relationships
• Build a positive team and family spirit
• Be inclusive
• Look for better ways
• Be humble
• Urgency

Benefits & Perks

• Competitive pay
• 401k with company contribution
• Medical, Dental, & Vision
• Life Insurance
• Voluntary Accident Insurance
• Voluntary Critical Illness Insurance
• Employee Assistance Program
• Employee Appreciation Programs

You must be based in the United States and authorized to work in the U.S. without employer sponsorship. Please be advised that ANA does not provide employment-based visa sponsorship for this position at this time.