HRIS Analyst

The HRIS Analyst is responsible for supporting, optimizing, and continuously improving Divcon's HR systems, people data, reporting infrastructure, and HR analytics capabilities. This role serves as a key partner to HR leadership, recruiting, finance, IT, and business stakeholders by transforming HR data into accurate, actionable insights that support workforce planning, recruiting effectiveness, compensation administration, compliance readiness, and operational decision‑making. Reporting to the SVP of HR, this role will own HR data reporting, KPI development, dashboard creation, HRIS process improvement, and systems integration projects within Divcon's HRIS platform, Rippling. The HRIS Analyst will also support basic administration of compensation structures in partnership with HR leadership, ensuring data accuracy, structure consistency, and alignment with business needs. Key Responsibilities Develop, maintain, and continuously improve HR and recruiting dashboards, reports, and scorecards that provide clear visibility into workforce trends, recruiting performance, headcount, turnover, retention, compensation, compliance, and other key people metrics. Partner with HR leadership to define, build, and refine HR KPIs that support business priorities, workforce planning, recruiting strategy, employee retention, and operational decision‑making. Analyze HR, recruiting, and workforce data to identify trends, risks, gaps, and opportunities; provide insights and recommendations to HR leadership and business stakeholders. Serve as a key HRIS resource for Rippling, supporting system configuration, workflow optimization, reporting, data integrity, user support, and process documentation. Support HRIS integrations and implementation projects, including requirements gathering, data mapping, testing, validation, stakeholder communication, issue resolution, and post‑implementation support. Partner with HR, IT, Finance, Payroll, Operations, and vendors to improve HR system functionality, data flow, automation, reporting accuracy, and user experience. Maintain and audit HRIS data to ensure accuracy, consistency, completeness, and compliance with internal standards and applicable record‑keeping requirements. Create and maintain data validation processes, audit reports, dashboards, and recurring reporting tools to support HR operations, recruiting, payroll, compliance, and leadership reporting. Build and maintain advanced Excel‑based reporting tools, including pivot tables, complex formulas, lookups, data models, and data‑cleaning processes. Support Power BI or other business intelligence reporting as needed, including data preparation, dashboard development, visualization, and recurring reporting enhancements. Partner with recruiting and HR leadership to develop metrics related to time‑to‑fill, source effectiveness, candidate pipeline health, offer acceptance, hiring volume, requisition aging, and recruiting process efficiency. Support basic administration of compensation structures in partnership with HR leadership, including maintaining job, level, range, and compensation data within HR systems and related reporting tools. Assist with compensation‑related reporting, data audits, structure updates, and analysis to support pay practices, job architecture, budgeting, and workforce planning. Document HRIS processes, reporting definitions, system workflows, data standards, and integration procedures to promote consistency, scalability, and audit readiness. Support change management for HR technology updates, including testing, training materials, user communications, and process adoption. Troubleshoot HRIS issues, investigate data discrepancies, elevate system concerns when appropriate, and partner with vendors or internal stakeholders to resolve issues. Participate in HR technology roadmap planning by identifying opportunities to automate manual processes, improve data quality, streamline workflows, and enhance reporting capabilities. Handle sensitive employee, compensation, recruiting, and organizational data with a high level of confidentiality, discretion, accuracy, and professionalism. Promote a culture of data integrity, continuous improvement, accountability, and operational excellence across HR systems and people analytics. Qualifications 5+ years of progressive experience in HRIS, HR operations, people analytics, HR data analysis, HR technology, or a related field. Bachelor's degree in Human Resources, Business Administration, Information Systems, Data Analytics, or a related field preferred; equivalent experience may be considered. Experience working with HRIS platforms required; hands‑on Rippling experience required. Experience supporting HRIS implementation, integration, migration, configuration, or optimization projects preferred. Strong HR data analysis and reporting experience, including the ability to build dashboards, define metrics, identify trends, and translate data into actionable insights. Advanced Microsoft Excel skills required, including pivot tables, advanced formulas, lookups, conditional logic, data validation, data cleaning, and large data set analysis. Power BI experience preferred, including dashboard development, data visualization, and recurring reporting; not required. Working knowledge of HR processes and data across areas such as recruiting, onboarding, employee records, payroll, benefits, compensation, performance, compliance, and workforce planning. Experience with HR metrics such as headcount, turnover, retention, time‑to‑fill, recruiting funnel activity, offer acceptance, internal mobility, compensation data, and workforce demographics. Strong understanding of data integrity, data governance, reporting definitions, audit controls, and confidential employee data handling. Experience supporting compensation administration, compensation structures, job levels, pay ranges, or compensation reporting preferred. Strong project coordination skills with the ability to manage timelines, priorities, documentation, stakeholder communication, and follow‑through. High attention to detail and strong problem‑solving skills, with the ability to troubleshoot data discrepancies and system issues. Physical Requirements Occasional travel as needed to support training, onboarding, or workforce development initiatives. Sit and/or stand for extended periods (typically 6‑8 hours per day) while performing computer‑based tasks and facility support tasks. Use hands and fingers to operate standard office equipment, including computers, keyboards, mice, telephones, scanners, and printers. Occasionally stand, walk, bend, stoop, or reach to access filing cabinets, retrieve documents, or attend meetings. Lift, carry, push, or pull light objects and materials weighing up to 20‑25 pounds (e.g., boxes of files or office supplies). Have sufficient vision (with or without correction) to read computer screens, printed documents, and small print; and sufficient hearing to communicate effectively by phone and in person. Work in a typical indoor office environment with moderate noise levels from office equipment, conversations, and occasional interruptions. About Us Headquartered in Dallas, Texas, Divcon delivers fully integrated automation solutions nationwide that optimize performance, energy efficiency, and reliability across HVAC, lighting, power monitoring, and mission‑critical systems. Leveraging advanced technologies—including Allen‑Bradley PLCs, Ignition SCADA, and Delta DDC systems—we combine deep technical expertise with field‑tested execution to deliver precise, scalable, and high‑performance solutions. #J-18808-Ljbffr