Sr. HRIS Analyst

Why Us?

At Par Health, we believe great healthcare is built on getting the essentials right. We’re looking for passionate, talented individuals who share our commitment to improving lives. With 4,000 team members worldwide, we lead with pride and purpose—prioritizing quality and safety while fostering a culture of continuous improvement, accountability, and teamwork. Elevating the Essentials isn’t just our tagline, it’s the higher standard we live by every day.

Job Description Summary

The Sr. HRIS Analyst has the primary responsibility for supporting global enterprise HR technologies and applications. This incumbent will demonstrate an ability to troubleshoot issues, execute on data and analytics needs, and provide guidance to clients and stakeholders on projects that necessitate HR data involvement.

Additionally, the incumbent will be responsible for HRIS configuration as it relates to security, workflows, and business processes as it relates to HCM, Talent and Compensation Planning functionality. The incumbent will also be responsible for process improvements, and reporting development, design and analytics. This role will support and collaborate with our key operations partners to provide systems guidance, develop solutions, and build technical solutions.

Job Description

HRIS Development & Support

Supports and maintains the HCM system. Partners with the HRIS

Team and IT to collaborate on system integrations between HR systems and other business/vendor applications. Works with the HRIS Team to develop recommendations to improve utilization of systems functionality and implements as appropriate.

Business Processes

Continually monitors HR/client information needs and designs new or modifies existing processes to meet changing requirements. Collaborates with HR/Payroll/IT to address functionality issues and to discover and define business requirements. Provides troubleshooting and technical assistance as needed.

Technical Expertise

Advise on projects involving the analysis, design, testing, implementation and support for HR Operations.

Documentation & Work Flow

Develops and maintains user procedures, guidelines and documentation. Collaborates with HR Operations colleagues to recommend and design workflow solutions and business process improvements. Conducts in-house system training programs to end-users as needed; develops and maintains up-to-date end user training manuals and materials.

Reporting

Develops and designs a variety of reports utilizing reporting tools. Acts as the fundamental point of contact for the creation of all custom and ad hoc reporting requests, with a strong focus on AAP, EEO, VETS and Diversity reports and dashboards. Help maintain data integrity in HR systems by running basic queries and analyzing data. Provides analytical support for issues with the HRIS, Payroll, and Recruiting systems and other HR functions. Develops ad hoc queries and customized reports to meet user needs.

Compliance

Produce and audit all government requests and requirements to ensure alignment with protocols/documentation. Ensures the proper audits are being completed to ensure data integrity is maintained.

Implementations & Upgrades

System lead for Total Rewards implementations and upgrades. Review functionality, impact to HR activities, and implementation schedules. Develops system requirements and tests new system processes and trains users.

Security

Creates and maintains HCM security roles; evaluates the data restriction requirements and manipulates the user-based and role-based system security to accommodate the requirements.

Performs related tasks as requested

Qualifications

Minimal acceptable level of education, work experience and certifications required for the job

Education and Experience

• Bachelor’s Degree in Computer Science, Business, Human Resources, or related subject matter or Commensurate experience.
• Strong knowledge and background of HR Data and Analytics/Dashboarding is required
• Strong knowledge of AAP, EEO, and VETS analytics strongly preferred
• Comprehensive Human Resources experience is required, with a minimum of 3-5 years of experience in a Human Resources field.
• Minimum 2-3 years of Workday experience required
• Experience implementing and supporting HRIS applications. Workday experience is required; Workday Compensation Planning experience is a plus
• Experience with Workday integrations with ADP and other downstream systems is highly preferred.
• Experience with self-service systems, workflows and processes preferred
• Experience in designing and delivering systems training
• Experience working with HR master data and related support systems is required. High proficiency and knowledge of Microsoft Windows applications, especially Excel. Experience working with spreadsheets and databases is required.
• Experience with report writing and design required

Knowledge

• Working knowledge of Workday HCM, concepts and configuration required
• Working knowledge of Workday Security, Talent and Absence Tracking preferred
• Problem solving and technical expertise in the design, development testing and deployment of business applications
• Advanced skill in working in Excel to manipulate and compare data from various systems
• Ability to evaluate new technologies/software and making appropriate recommendations.

Skills & Abilities

• Ability to compare data from different sources to draw conclusions. Uses qualitative/quantitative measurement and data collection in design principles
• Strong analytical, technical and problem-solving skills are required
• Significant attention to detail
• Must be able to work well under pressure and maintain a high level of professionalism and courtesy
• Must have strong interpersonal skills and be self-motivated.
• Working knowledge of other HR functions
• Excellent oral and written communication skills
• Ability to maintain strict confidentiality, multi-task and meet strict deadlines and deliverables
• Ability to effectively prioritize competing and constantly changing priorities

EEO Statement:

We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.