HRIS Analyst

GTI is a contract manufacturing partner supporting customers in renewable energy, power generation, infrastructure, and industrial systems. We fabricate custom designed, purpose-built enclosures and skids for our customers and perform mechanical and electrical integration in-house, delivering a true turn‑key product to our customers. Our scope spans Engineering, prototype builds, through full production, requiring teams that can move fast, adapt, and execute with precision. GTI Values: Safey I Quality I Customer Obsession I Speed I Agility Position is eligible for remote work with required travel up to 25% to GTI headquarters in Buffalo, NY and Phoenix, AZ. Position Overview GTI is seeking an HRIS Analyst to serve as the internal subject matter expert and system administrator for HR systems, beginning with ADP Workforce Now and expanding to broader HR technology platforms as the company evolves its HR infrastructure. This role will partner closely with HR leadership, Finance, IT, and operational stakeholders to understand business needs, evaluate HRIS capabilities, and implement solutions that improve efficiency, data integrity, and reporting capabilities. The HRIS Analyst will lead the implementation, configuration, and ongoing optimization of HR systems, ensuring the platform supports scalable HR operations and continuous process improvement. Key Responsibilities HRIS Administration & System Ownership Serve as the primary system administrator and internal expert for ADP Workforce Now and other HR technology platforms Maintain system configuration including employee records, organizational structures, permissions, workflows, and reporting Ensure data integrity and accuracy across employee records, job architecture, compensation data, and organizational structures Manage system updates, enhancements, and configuration changes to support evolving business needs HRIS Evaluation & Implementation Partner with HR leadership and business stakeholders to understand functional requirements for HR technology systems Evaluate HRIS capabilities and identify opportunities to improve system functionality and operational efficiency Support vendor evaluation and HRIS platform selection processes as the organization expands or upgrades HR systems Lead the planning, configuration, and rollout of HRIS implementations or system upgrades across the organization Business Process Optimization Analyze existing HR processes and identify opportunities for automation, efficiency improvements, and improved data workflows Design and implement system-driven processes that improve onboarding, employee data management, performance management, and compensation planning Develop and maintain standardized workflows, approval processes, and system-driven reporting structures Support HR process improvement initiatives using system capabilities and automation Reporting & Data Analytics Develop and maintain HR reports and dashboards supporting workforce planning, compensation analysis, and operational reporting Provide data insights to HR leadership and executive teams regarding workforce trends, organizational structure, and HR metrics Support HR analytics initiatives by maintaining clean, reliable system data and reporting frameworks Cross-Functional Collaboration Partner with HR Business Partners, Talent Acquisition, Compensation, Finance, and IT teams to ensure HRIS functionality supports business operations Train HR staff and managers on HRIS functionality and system workflows Serve as the internal resource for system troubleshooting, user support, and HRIS training Qualifications Required Qualifications Bachelor’s degree in Human Resources, Information Systems, Business Administration, or related field 3-5 years of experience supporting HRIS platforms or HR technology systems Experience administering ADP Workforce Now or similar HRIS platforms Strong understanding of HR data structures including job architecture, compensation, and employee records Experience supporting HR system implementations or major system enhancements Strong analytical skills and ability to interpret HR data and system reporting Advanced proficiency in Excel and HR reporting tools Preferred Qualifications Experience supporting HRIS implementations or system migrations Experience configuring HRIS workflows including onboarding, performance management, and compensation planning Familiarity with HR data governance and system integration processes HRIS certifications or advanced training in HR technology platforms Perks & Benefits GTI Energy offers a competitive compensation and benefits package designed to support employees and their families while providing long-term career growth opportunities within a fast-growing manufacturing organization. Benefits may include: Medical, dental, and vision insurance 401(k) with company match (where applicable) Paid Time Off (PTO) and paid holidays Sick time in accordance with state and local requirements Company-paid life insurance and disability coverage Career advancement opportunities within a rapidly growing organization Exposure to advanced manufacturing, modular infrastructure, and large-scale industrial projects Collaborative, fast-paced environment with strong operational and engineering leadership Employee-focused culture centered on safety, quality, accountability, and continuous improvement Benefits eligibility and offerings may vary based on position, location, and employment classification. GTI promotes a diverse and inclusive workforce and is an Equal Opportunity Employer that does not discriminate against employees or applicants for employment on the basis of race, color, national origin, ancestry, age, religion, sex, gender, gender identity, gender expression, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, marital status, or any other Federal or State legally-protected classes. We also value the safety of all employees and work hard to maintain a Drug Free Workplace. Privacy Policy Terms & Conditions We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. 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. #J-18808-Ljbffr