Human Resources Information System Administrator and Analyst

We are seeking a highly analytical and technically proficient HRIS System Administrator & Analyst to own, optimize, and evolve our Human Resources technology stack. This is not a "ticket-taker" role; it is a hybrid position that requires the technical muscle to administer complex systems (Payroll, Benefit, Time, HRIS) and the consulting mindset of a Business Analyst to solve business problems.

You will serve as the bridge between HR and IT, ensuring our systems are secure, efficient, and data-driven. If you enjoy troubleshooting system quirks but also get excited about redesigning a workflow to save the company hundreds of hours, this is the role for you.

This is a Hybrid role- 3 days in the office in the Chicago Loop, 2 days at home.

Key Responsibilities

1. System Administration (The "Admin" Hat)

• System Configuration: Serve as the primary point of contact for the maintenance, configuration, and reliable operation of the HRIS .
• Data Integrity: Manage user access, roles, and security permissions. Perform regular audits to ensure data accuracy and compliance.
• Lifecycle Management: Work with HR to administer the employee lifecycle within the system, including onboarding, offboarding, organizational changes, and compensation updates.
• Payroll & Time Support: Ensure seamless data integration between HRIS, Time & Attendance, and Payroll modules to guarantee accurate and timely payroll processing.
• Testing: Coordinate and perform system testing for upgrades, patches, changes, and new module implementations.

2. Business Analysis (The "Analyst" Hat)

• Requirements Gathering: Partner with HR, Payroll, Benefits, and Finance stakeholders to identify process inefficiencies and translate business needs into functional system requirements.
• Solution Design: Recommend and design system configurations, reports, or new workflows to address business challenges.
• Reporting & Analytics: Design and build custom reports and dashboards to provide actionable insights to leadership regarding headcount, turnover, and compensation trends.
• Project Management: Lead or participate in system enhancements, module implementations, and annual cycles (Open Enrollment, Performance Reviews, Merit Increases).
• Change Management: Develop user guides and provide training to HR team members and managers to maximize system adoption and self-service utilization.

3. Stakeholder Collaboration

• Act as the primary liaison between HR and IT/Finance/External Vendors.
• Troubleshoot complex tier 2/3 support issues, reducing reliance on external consultants.
• Support employees by ensuring the system is stable, fast, and user-friendly.

Requirements

• Bachelor’s degree in information technology, Human Resources, Business Administration, or a related field.
• An equivalent combination of education and experience may be considered in lieu of the degree.
• Minimum: 3+ years of experience in HRIS, Payroll, Time & Attendance, or Enterprise Application administration.
• Minimum: 2+ years of hands-on experience specifically administering a HRIS platform (excluding ticketing/helpdesk-only support).
• Scale: Experience supporting a workforce of 1,000+ employees is preferred.
• Stakeholder Exposure: Proven experience working directly with HR, Payroll, Benefits, Finance, and IT stakeholders to solve cross-functional problems.
• Analytical Mindset: You don't just fix errors; you ask "why" and fix the root cause.
• Communication: You can explain technical concepts (like a payroll integration failure) to a non-technical HR manager in plain English.
• Organization: Ability to manage multiple projects simultaneously during peak seasons (e.g., Open Enrollment, Year-End).
• Problem Solving: A self-starter who can research issues and provide resolutions without constant oversight.

Technical Competencies

• Platform: Strong proficiency in HRIS [e.g., Workday HCM, UKG Pro, ADP Workforce Now, SAP SuccessFactors].
• Data Management: Advanced proficiency in MS Excel, proficiency with SQL, and experience with data migration/conversion.
• Integration: Understanding of API-based integrations and file transfer protocols (SFTP) is a plus.
• Reporting: Ability to write advanced custom reports and create visual dashboards.