Sr. HRIS Analyst

Job Details – Level: Experienced, Location: Wichita, KS 67202, Position Type: Full Time, Education Level: 4 Year Degree, Salary Range: $90,816.59 - $111,320.73, Travel Percentage: Negligible, Job Shift: Day, Job Category: Human Resources We recognize that in order to meet the needs of our communities, we must represent our communities. Our success relies on creating a culture where we have diverse perspectives and a true sense of belonging. This is a journey, and we pledge to do more than simply check the box. Benefits Comprehensive medical insurance plan Dental and vision insurance Generous paid‑time‑off 12 paid holidays 401(k) plan Wellness program Tuition assistance Employee loan discount Employee Assistance Program (EAP) Life and disability coverage Position Summary The Sr HRIS Analyst is responsible for managing, optimizing, and maintaining the Human Resources Information System (HRIS) to ensure data accuracy, efficient processes, and compliance with organizational and regulatory standards. Serving as a subject matter expert in HR technology, this role delivers advanced reporting, analytics, and system enhancements that support HR and broader business objectives. The Sr HRIS Analyst partners closely with HR directors, HR leadership, and functional stakeholders to analyze work processes, improve workflows, and maximize the organization’s return on HR technology investments. This role develops and manages project plans, ensures adherence to timelines, sets technology priorities, and leads complex projects—including the implementation of new HRIS functionality and integrations with ancillary systems. Additionally, the Sr HRIS Analyst acts as a technical point of contact for assigned HR functions, supporting data integrity efforts, testing system changes, writing and maintaining reports, and analyzing data flows to identify process improvement opportunities. The position also supports HRMS upgrades, patches, testing, and other technical initiatives to ensure optimal system performance and continuous improvement. Essential Functions System Administration & Management Manage day-to-day HRIS operations, including configuration, table maintenance, security administration, and environment oversight. Lead or support system implementations, module deployments, migrations, upgrades, and patches to ensure smooth transitions and minimal disruption. Configure and maintain HRIS modules (e.g., self-service, benefits, performance, time & attendance, onboarding) to align with evolving business needs. Build and support integrations between HRIS and ancillary systems and ensure accurate, efficient data flow. Administer system security, roles, and permissions; perform periodic access reviews and maintain compliance with internal and regulatory requirements. Data Integrity, Testing & Quality Assurance Establish and perform regular audits and validation routines to ensure data quality across HRIS and downstream systems. Analyze and resolve data discrepancies; recommend process or system changes to prevent recurring issues. Develop and execute testing plans for upgrades, patches, integrations, and new functionality, documenting outcomes and approvals. Reporting & Analytics Build, maintain, and schedule complex HR reports, queries, and dashboards for HR leadership and business partners. Provide data to leadership for analysis of workforce trends—including turnover, headcount, culture, compensation, and talent metrics—to support workforce planning and strategic decision-making. Support internal audits by providing required reports for internal and external auditors. Process Optimization & Automation Map HR processes, identify inefficiencies, and recommend workflow improvements to enhance accuracy, efficiency, and user experience. Translate business requirements into technical solutions, configurations, and automation within the HRIS. Monitor implemented changes and refine solutions to ensure long-term process optimization. Project & Change Management Lead HRIS-related projects—such as new module implementations, system upgrades, and integrations—from discovery through deployment and stabilization. Coordinate with HR stakeholders, IT, vendors, and consultants to manage scope, timelines, risks, and deliverables. Document solutions, develop communication materials, and deliver training to ensure successful adoption of system changes. Compliance & Security Ensure HRIS processes and practices comply with data privacy and security regulations (e.g., GDPR/CCPA, HIPAA as applicable) and organizational policies. Implement and monitor controls—including audit logs, access reviews, and security configurations—to safeguard sensitive HR data. Collaboration & Leadership Partner with HR COEs (compensation, benefits, talent), Payroll, Finance, and IT to ensure system capabilities support business needs. Maintain awareness of HR technology trends, system enhancements, and vendor product roadmaps; participate in training and user communities to continuously advance HRIS expertise. Other job duties as assigned. Qualifications Education / Certification Bachelor’s degree in human resources, Information Systems, Business Administration, Data Analytics, or a related field (or equivalent work experience). Training in Agile Methodologies or Scrum Certification preferred. Required Knowledge In-depth knowledge of major HRIS platforms (e.g., Workday, UKG, ADP, Oracle, SAP/SuccessFactors, Ceridian Dayforce) including Core HR Data Structures, module configuration, security models, reporting tools, and system workflows & business processes. Understanding of HR core functions allowing for stronger support and ability to configure system and modules appropriately. Knowledge of HR data reporting and analytics. Expertise in testing and quality assurance practices. Knowledge of HR compliance and security requirements. Understanding of process improvement and HRIS optimization, including workflow and business process analysis. Experience Required Five plus years of hands‑on experience as a business system analyst including system configuration, administration, and user support. Proven experience leading HRIS projects including new module implementations, system upgrades, integrations, or workflow redesign efforts. Prior experience documenting processes, developing training and supporting process updates in the system. Vendor management experience, including collaborating with HRIS providers, support teams, or implementation partners. Hard/Technical Skills / Abilities Technical & Analytical Skills: Advanced HRIS configuration and troubleshooting skills across multiple modules, strong reporting and analytics capabilities in building reports, understanding of integrations and data flows. Project & Process Management Skills: Ability to lead system-related projects, prioritize tasks, and manage competing deadlines. Skilled in requirements gathering, documentation, process mapping and solution design. Ability to drive process improvements and automating workflows within the HRIS. Communication & Collaboration Skills: Ability to translate technical concepts into understandable terms for non‑technical stakeholders. Strong written and verbal communication skills, including documentation and training delivery. Problem‑solving & Decision‑making Skills: Strong critical thinking and analysis skills. Ability to interpret complex HR data and identify trends or discrepancies. Proactive approach to identifying issues, recommending solutions and preventing recurrence. Leadership & Professional Skills: Ability to mentor team members, serve as a subject matter expert, manage expectations, and drive alignment across teams. Working Conditions Standard office conditions. Low to moderate noise. Limited lifting up to 20 lbs. This description has been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Essential functions, requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all‑inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization. The Credit Union believes that each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent. It is our expectation that each employee will offer his/her services wherever and whenever necessary to ensure the success of our endeavors. Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at‑will employer. Employees can be terminated for any reason not prohibited by law. We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or other protected status. #J-18808-Ljbffr