In the HR world, no one knows more about data and technology than an HRIS analyst. Analysts in this role focus on the Human Resources Information System (HRIS) of the business (HRIS). The Human Resources Information System (HRIS) is a database for employee information.
The HRIS handles all of the administrative tasks associated with human resources, such as payroll and vacation requests. The HRIS analyst’s responsibilities include keeping the system running smoothly, developing and implementing new features and enhancements, monitoring data quality, and generating reports based on HRIS information. The HRIS analyst is often the company’s resident specialist on the HR software they use.
Job Description for an HRIS Analyst
The duties of the HRIS analyst vary widely from one company to the next. The Human Resources Information Systems Analyst is accountable for the upkeep and revision of all systems. As technology advances at a dizzying pace, it takes more and more effort to maintain current infrastructure. So here is the guide to being an hris analyst.
Analysis of Staffing Data Collection
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To do this, the HRIS analyst must effectively communicate both business goals and user requirements via well-defined technical specifications. These corporate goals may originate in the field, in the C-suite, or in Human Resources, or anywhere else. The HRIS analyst’s job description has often included duties relating to payroll administration.
The HRIS analyst’s role is not limited to only interpreting business needs; they must also be able to incorporate those requirements into current systems or provide supplementary point solutions to those difficulties. Changes in procedure or policy that increase productivity and/or better the user experience fall under this category.
These solutions may either be integrated into the preexisting HRIS or used as stand-alone applications. In contrast to the comprehensive nature of an HRIS, which controls all aspects of human resource operations, point solutions are designed to address individual issues. If you need to deploy a new service or solve an issue fast, they are the tool for you.
In addition to HRIS analysis, the HRIS analyst should have experience leading software development and deployment initiatives. Experience managing IT projects is therefore essential. New HRIS modules or point solutions may be integrated into the larger HR software environment via the HRIS.
The HRIS analyst’s role extends beyond the aforementioned, however, as they are the go-to person for all inquiries related to the HRIS. Thus, he or she is the best person to consult about the system in question.
Facilitates the most important HRIS system operations and maintenance
Yet, reporting and analytics are seldom included in job postings. The HRIS analyst is not responsible for implementing these features, even though they are often included. Their job is similar to that of a system administrator in that they are responsible for safeguarding information and making sure it can only be accessed by authorised users.