HRIS Analyst

Job Description

Job Description

***This posiiton is an in office position located in Cypress, CA.***

POSITION SUMMARY:

The HRIS Analyst is responsible for the administration, optimization, reporting, integration, security, and ongoing enhancement of the organization's Human Resources Information Systems. This role serves as the primary functional expert for HR technology platforms, ensuring data integrity, system efficiency, compliance reporting, and seamless integration across HR, Payroll, Benefits, Talent Management, and Compensation systems including Job Architecture.

The HRIS Analyst partners closely with, Information Technology, Payroll, Finance, Legal, and external vendors to support strategic business initiatives, deliver actionable workforce analytics, and maintain compliance with federal, state, and local reporting requirements.

This position will play a critical role in supporting MEUS reporting and analytics, cybersecurity data governance, workforce compliance reporting, and enterprise system integrations.

The essential functions of the position include, but are not limited to the following:

HRIS Administration & System Management

• Serve as the primary administrator for ADP and SAP SuccessFactors and related HR technology platforms.
• Configure and maintain system security roles, workflows, business rules, and organizational structures.
• Manage system updates, releases, testing, and deployment activities.
• Troubleshoot system issues and coordinate resolutions with internal stakeholders and external vendors.
• Support employee lifecycle transactions including hires, transfers, promotions, organizational changes, and terminations.
• Develop and maintain system documentation, procedures, and user guides.

Reporting & Workforce Analytics

• Develop, maintain, and automate recurring and ad hoc HR reports and dashboards.
• Create meaningful workforce metrics to support strategic decision-making.
• Partner with HR leadership to identify actionable insights from HR data.
• Ensure reporting accuracy through routine audits and data validation activities.

Compliance Reporting

• Lead preparation and submission of required regulatory and compliance reporting, including:
  • EEO-1 Reporting
  • VETS-4212 Reporting
  • OSHA-related workforce data requests
  • State pay reporting requirements
  • Affirmative Action data support
  • Internal audit requests
• Maintain data integrity to support compliance with applicable employment laws and regulations.
• Support internal and external audit activities.

ADP Reporting & Payroll Systems Support

• Serve as the HR reporting subject matter expert for ADP Vantage, Workforce Now, and Lyric platforms.
• Design and maintain complex ADP reports, interfaces, and data extracts.
• Partner with Payroll to improve reporting efficiencies and data accuracy.
• Support reconciliation activities between HR and Payroll systems.

System Integrations & Data Management

• Manage and monitor HR system integrations and single sign-on interfaces.
• Understand and evaluate downstream impacts of:
  • API integrations
  • FTP/SFTP file feeds
  • Middleware solutions
  • Data transformation processes
• Collaborate with IT to implement and test new integrations.
• Coordinate data mapping, validation, and troubleshooting activities.

Cybersecurity & Data Governance

• Support HR cybersecurity initiatives through workforce data governance and access management.
• Participate in HR data mapping and system risk assessments.
• Review user access permissions and segregation of duties controls.
• Ensure HR systems align with cybersecurity, privacy, and data protection requirements.
• Assist with implementation of security controls and audit remediation efforts.
• Support compliance with:
  • Data privacy regulations
  • Corporate cybersecurity standards
  • Internal control requirements

Process Improvement & Project Management

• Identify opportunities to improve business processes through automation and technology solutions.
• Lead or participate in HR technology projects and system implementations.
• Develop testing plans, execute user acceptance testing (UAT), and document results.
• Support change management and user adoption efforts.
• Recommend best practices for HR data management and system utilization.

Strategic Focus Areas

The HRIS Analyst will be expected to actively support the following strategic initiatives:

• ADP reporting enhancement and workforce analytics
• HR cybersecurity data mapping and governance
• Compliance and regulatory reporting automation
• Enterprise HR systems integration strategy
• API and FTP/SFTP data feed management
• HR digital transformation initiatives including Microsoft Copilot adoption and usage
• Workforce data quality and governance programs
• Dashboard and executive reporting development
• Process automation and continuous improvement

EDUCATION AND EXPERIENCE:

• Bachelor's degree in Human Resources, Information Systems, Business Administration, Computer Science, Data Analytics, or a related discipline, or equivalent education and experience.
• 3-5+ years of HRIS experience supporting enterprise HR technology platforms, including system administration, reporting, integrations, multinational or multi-state organizations and data governance.

The HRIS Analyst will be successful by:

• Maintaining high levels of HR data confidentiality, accuracy and integrity.
• Delivering timely and accurate compliance reporting.
• Supporting reliable system integrations and data transfers.
• Improving HR reporting capabilities and executive dashboards.
• Enhancing cybersecurity controls and data governance practices.
• Driving process efficiencies through automation and technology.
• Serving as a trusted HR technology partner across the organization.

The pay range for this position at commencement of employment is expected to be between $85,600/yr and $117,700/yr; however, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements, including commissions based on achieving individual performance and/or sales metrics, incentive compensation and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these additional compensation and benefit plans will be provided if an employee receives an offer of employment.

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.

We are an equal employment opportunity employer. All employment decisions are made without regard to race, color, religion, sex, pregnancy, breastfeeding or related medical condition, national origin, ancestry, citizenship, age, marital status, sexual orientation, gender identity, gender expression, domestic partnership, physical disability, mental disability, medical condition, genetic characteristic or information, military or veteran status or other legally protected status (except when one of these criteria is a legally permissible bona- fide occupational qualification).

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the Company, or (c) consistent with the Company’s legal duty to furnish information.

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