HRIS Analyst

As a HRIS Analyst you will play the critical role of helping create and lead implementing the strategy and evolution of POLITICO's HRIS system while identifying efficient and innovative ways to generate and analyze our human capital data for compliance and organizational purposes.

What You'll Do:

• Provide guidance on the overall direction of the HRIS system by directing the HR information strategy and overseeing the planning and implementation of HRIS system changes; designs system specifications and works with HRIS vendor programmers to develop, enhance and/or modify the HRIS system
• Manage the testing of system for upgrades, conversion of data onto HRIS (in the case of acquiring new divisions and programs), and implementation of new system upgrades and interfaces with other systems and locations
• Analyze areas for business process improvement in relation to the use and keeping of HR Data
• Maintain HRIS system and deliverables including regular and ad hoc report generation, system administration, troubleshooting, data entry, data audits, mass updates, etc.
• Responsible for system and people data integrity for accurate compliance reporting
• Guide requirement collection of data needs from various HR teams, partners, tools, and data sources
• Perform data quality audit procedures
• Provide consulting and recommendations regarding incoming existing and net new data
• Recognize patterns and changing requirements to identify opportunities to build new analytics and reporting capabilities to support program evaluation and operations
• Design and develop data insight presentations, dashboards and scorecards through translation of stakeholder needs into data-driven solutions, e.g., ad-hoc, regulatory, bi-annual Talent SOTU, quarterly diversity metrics
• Identify and implement strategies to ensure the Talent team and organization maximizes usage of the HRIS system ensure efficiency and effectiveness
• Work closely and act as a liaison on HR system-related matters with outside departments, such as Payroll and IT, and vendors

What You'll Need:

• Minimum 5 years HRIS experience, preferable experience using UKG Pro
• Proficient computer skills to maintain databases, run reports, and perform other HRIS computer operations are necessary
• Demonstrate ability to master changing HRIS technologies and trends
• Ability to handle confidential matters with integrity and complete confidentiality
• Ability to handle multiple priorities in busy environment necessary
• Experience mining and analyzing human capital data
• Ability to project manage initiatives while effectively communicating with internal and external stakeholders
• Demonstrated knowledge of EEO/AA compliance is preferred
• SQL, MySQL or R experience a plus

We are driven by our values. We are relentless contributors, disruptors of the status quo, collaborators, talent cultivators and DEI stewards. Our culture is defined by grit, total integrity and a prioritization on innovation.

We value our people. We offer a competitive compensation and comprehensive benefits package, including health and wellness benefits, commuter and cell phone reimbursements, retirement plans, as well as work-life balance flexibility and opportunities for career development. Click here for more on what we offer and what it's like to work for POLITICO.

Let's keep in touch. Follow us on Instagram and Twitter at @politicocareers and #meetPOLITICO for a deep dive into what makes us POLITICOs and our adventures. We'd love to hear from you! Want to join POLITICO but don't see a job suited to you? Sign up to be a part of our Talent Network to be alerted of future opportunities.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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 employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)