Compensation &HRIS Analyst

Compensation & HRIS Analyst

OBJECTIVE:

The Compensation & HRIS Analyst support the design, administration, and ongoing improvement of compensation programs and HR information systems by analyzing data, maintaining structures and systems integrity, and providing advisory support to managers, ensuring alignment with business objectives, market competitiveness, data accuracy, and internal policies.

RESPONSIBILITIES

In order of importance, indicate the essential responsibilities of the position clear and concise, using present tense, start sentences with action verbs and avoid using propriety names and technical jargon that may become outdated. Max 10 responsibilities

1. Support the administration and analysis of compensation programs, including base pay, incentives, bonuses, and salary structures, ensuring alignment with internal guidelines, budgets, and market practices.
2. Evaluate jobs, maintain job descriptions and job architecture, and participate in compensation surveys to support market competitiveness, internal equity, and consistent job leveling.
3. Provide guidance to managers on compensation decisions, merit processes, and pay guidelines, ensuring compliance with policy, approved budgets, and system workflows.
4. Design, develop, and maintain HR and workforce reports and dashboards (e.g., headcount, attrition, organizational changes, compliance metrics), ensuring accurate data definitions and usability for stakeholders.
5. Support the configuration and administration of HR information systems by maintaining data accuracy, monitoring workflows, resolving data inconsistencies, and ensuring integrity of employee, position, and organizational data.
6. Support and monitor integrations between HR systems (e.g., core HR, time and attendance, analytics tools), review system notifications, and coordinate issue resolution with vendors, IT, and external partners.
7. Manage user access and reporting permissions across HR systems and dashboards, ensuring role‑based visibility, data confidentiality, and compliance with internal controls and audit requirements.
8. Provide first‑line and advanced support to HR and business users by troubleshooting system and reporting issues, answering data questions, and training users on reports, dashboards, and system functionality.
9. Document HRIS and compensation processes, reporting logic, and system guidelines, while identifying opportunities to streamline workflows, improve reporting efficiency, and enhance system adoption.
10. Partner with HR, Finance, Payroll, Compliance, IT, and Data teams to support compensation cycles, reporting requirements, system updates, audits, and enterprise analytics initiatives.