HRIS Analyst

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a HRIS Analyst based in United States.

This fully remote role serves as the strategic and operational owner of a modern HR technology ecosystem, including the HRIS, ATS, ticketing platforms, analytics tools, and future People technology solutions. You will ensure systems, integrations, and workforce data remain accurate, scalable, secure, and effective. The role combines hands-on administration with technology strategy, data architecture, people analytics, and process automation. You will build trusted reporting that helps HR and business leaders understand workforce trends and make informed decisions. You will also identify opportunities to eliminate manual processes, improve data flows, and strengthen the employee lifecycle experience. This is an independent, highly visible role for someone who enjoys connecting technology, data, and people operations to create scalable solutions.

Accountabilities

• Own the full HR technology ecosystem, including the HRIS, ATS, HR ticketing platform, analytics tools, and additional People technology adopted over time.
• Serve as the primary administrator across HR platforms, maintaining data integrity, user access, system configuration, workflows, and overall platform performance.
• Own the architecture and ongoing management of integrations across the HR technology stack, including maintaining data feeds and developing a roadmap to reduce manual data entry through automation.
• Evaluate and implement new HR technologies, providing recommendations on build-versus-buy decisions, integration requirements, scalability, and long-term value.
• Manage necessary manual data entry for systems without integrations while proactively developing solutions to automate those processes.
• Act as the escalation point for complex HR technology issues and system questions from HR partners, managers, and employees.
• Lead people analytics by developing and maintaining dashboards and reports in Tableau or comparable tools covering headcount, attrition, compensation, and workforce trends.
• Proactively analyze workforce data, identify patterns and risks, and provide actionable insights to HR leadership and business stakeholders.
• Use AI tools to accelerate analytics, reporting, automation, and data-related workflows.
• Support accurate and timely compliance data requests from Legal, GRC, Finance, HR leadership, and other stakeholders.
• Develop self-service reporting capabilities that reduce recurring ad-hoc requests and enable People teams to access trusted data independently.
• Own ATS configuration, workflows, reporting, data quality, and integrations, ensuring recruiting technology supports an efficient and consistent hiring process.
• Partner with recruiting and HR stakeholders to optimize ATS workflows and maintain accurate data exchange between recruiting systems and the HRIS.
• Ensure employee lifecycle data is accurately reflected across systems during onboarding, offboarding, and employment changes across multiple regions.
• Partner with Finance and IT to maintain reliable cross-system data flows and troubleshoot integration failures.
• Identify opportunities to automate manual processes, streamline reporting, improve data quality, and strengthen the scalability of People operations.
• Establish standards for documenting, maintaining, and managing People data and technology so critical processes are scalable and not dependent on a single individual.
• Contribute to broader People Operations initiatives and use technology and data to improve business decision-making.

Requirements

• 6+ years of experience in HR systems administration, HRIS management, people analytics, or a related field.
• Demonstrated ownership and administration of an enterprise HRIS platform such as Rippling, BambooHR, HiBob, or an equivalent system.
• Hands-on experience managing an ATS such as Ashby, Greenhouse, Lever, or a comparable recruiting platform.
• Proven experience designing, implementing, and managing integrations across a multi-system HR technology environment.
• Experience building people analytics dashboards and reports using Tableau or a comparable business intelligence platform.
• Experience leading HRIS or HR technology implementation projects from evaluation through deployment and optimization.
• Experience with SQL, data pipelines, or related data-management technologies is a meaningful advantage.
• Familiarity with AI tools for analytics, automation, and productivity is preferred.
• Strong understanding of HR technology architecture, data flows, system dependencies, and data-quality management.
• Technology leadership mindset with the ability to recommend which systems should be adopted, integrated, improved, or retired based on business needs.
• Highly independent and proactive, with the ability to identify issues and opportunities without requiring day-to-day direction.
• Strong analytical and problem-solving abilities, with a high personal standard for data accuracy and integrity.
• Excellent communication skills and the ability to explain technical concepts clearly to both technical and non-technical stakeholders.
• Strong collaboration skills, with experience partnering effectively with HR, Finance, IT, recruiting, and business leadership.
• Bachelor’s degree in Information Systems, Business Analytics, Human Resources, or a related discipline is preferred.

Benefits

• Fully remote position within the United States.
• Base salary range of $90,000–$130,000.
• Eligibility for stock-based compensation grants based on company and individual performance.
• Competitive total compensation and benefits package.
• Opportunity to own and shape a broad HR technology ecosystem with significant strategic and operational scope.
• Collaborative environment with cross-functional exposure to HR, Finance, IT, recruiting, and business leadership.
• Opportunity to leverage AI, automation, analytics, and modern HR technology to improve People operations.
• Equal employment opportunities and consideration based on merit, competence, performance, and business needs.

How Jobgether Works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.