Senior HRIS Analyst

Position Summary

We are seeking a highly analytical and detail-oriented Senior HRIS Analyst to join our Human Resources team at a leading financial services firm based in Clayton, MO. This role will serve as a key partner in optimizing and supporting our HR technology landscape, with a strong focus on Workday administration, reporting, data integrity, process improvement, and HR operations support.

The ideal candidate will bring deep HRIS experience, strong technical and problem-solving skills, and the ability to collaborate cross-functionally with HR, Payroll, Finance, and IT stakeholders in a fast-paced, highly regulated environment.

Primary Responsibilities

• Serve as the primary HRIS subject matter expert for Workday, including configuration, maintenance, testing, troubleshooting, and system enhancements
• Manage and maintain HR data integrity, reporting accuracy, and system security
• Develop and deliver Workday reports, dashboards, and analytics to support HR and business leadership
• Partner with HR, Payroll, Benefits, Talent Acquisition, and IT teams to streamline workflows and improve system functionality
• Lead HRIS-related projects, implementations, upgrades, integrations, and process improvement initiatives
• Support annual HR processes including compensation planning, performance management, benefits open enrollment, and compliance reporting
• Identify opportunities to automate manual processes and improve operational efficiency
• Create and maintain system documentation, SOPs, and user training materials
• Ensure compliance with data governance, audit, and regulatory requirements
• Provide end-user support and training for HR systems and processes

Qualifications

• Bachelor's degree in Human Resources, Information Systems, Business, or related field
• 5+ years of HRIS experience, preferably within financial services, professional services, or other complex corporate environments
• Strong hands-on experience with Workday, including reporting and configuration
• Experience supporting HR operations, data analytics, and process optimization initiatives
• Strong knowledge of HR systems, integrations, data management, and reporting tools
• Advanced Excel skills and experience working with large data sets
• Excellent analytical, organizational, and problem-solving abilities
• Strong communication skills with the ability to interact effectively across all levels of the organization
• Experience with Workday modules such as HCM, Recruiting, Compensation, Benefits, Payroll, or Learning is preferred
• Workday certification(s) preferred
• Experience supporting system implementations or major HR transformation initiatives
• Familiarity with HR compliance and regulatory reporting requirements
• Experience in wealth management, banking, or financial services environments is a plus

This is an exempt position. The annualized base pay range for this role is expected to be between $80,000-$120,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant's skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive benefits package, including but not limited to medical, dental, vision, life insurance, and 401(k). Please note that the job title is subject to change based on the selected candidate's experience and education.

About Focus Financial Partners

Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit or follow the company on LinkedIn.

Focus is an equal opportunity employer and bases its employment decisions on the employee or candidate's skillset, and without regard to an employee or candidate's race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by local, state and/or federal law.


Focus complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact View email address on click.appcast.io.

The following language is for US based roles only

For California Applicants: Information on your California privacy rights can be found here

For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.


For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this shall be subject to criminal penalties and civil liability.


For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.

For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state's workers' compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers' Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation. The Company complies fully with the Americans with Disabilities Act.