HRIS Analyst

Midwestern University
June 12, 2023
Offerd Salary:Negotiation
Working address:N/A
Contract Type:Other
Working Time:Negotigation
Working type:N/A
Ref info:N/A
Job Details Description


The primary focus of the HRIS Analyst is to provide IT support for the human resource information systems (HRIS). This position is responsible for overall system performance and maintenance, including ensuring information security, testing updates, and improving process efficiency. This position serves as a technical point-of-contact and assists subject matter experts with ensuring data integrity, report writing and analyzing data flows for process improvement opportunities. The HRIS Analyst will also coordinate system testing, review of new processes or implementations and other technical projects as assigned. This position requires strong report building and development experience. Candidates who are inquisitive, hands-on and detail oriented are a good fit for this role.

Essential Duties and Responsibilities

  • Serve as subject matter expert on all HR systems including UKG.
  • Partner with HR, Payroll, IT and Security to ensure successful operation of and integration with HRIS and software solutions utilized by Midwestern.
  • Participate in HR technology initiatives by assisting with business requirement gathering, business process review, project management, testing, training, documentation development, communication, and business process configuration.
  • Partner with HR and business experts to develop solutions leveraging the HR systems.
  • Design, develop and interpret reports while adhering to internal standards to ensure reuse and maintainability. Assist staff with creation of advanced reports to support their day-to-day responsibilities, as well as create ad hoc reports as required.
  • Provide day-to-day support for issues related to HR systems by investigating problems and developing detailed suggestions for resolution of issues.
  • Oversee HRIS support cases to ensure timely and appropriate completion.
  • Provide recommendations for prioritization of enhancements and overall stabilization efforts.
  • Provide periodic training for end users on system processes and procedures.
  • Act as HRIS troubleshooter and provide end user technical support and problem solving. Research and resolve all HRIS system issues or process flaws. Perform scheduled activities; recommend solutions or alternate methods to meet requirements. Liaison with IT and Security on all CARS related processes.
  • Ensure security of HR information through established security protocol. Develop updates and modify security tables to ensure data integrity and system stability. Set up and modify tables as requested. Work closely with IT on the annual security audit compliance.
  • Ensure quality, timeliness and proper use of HR information is retrieved from systems. Help maintain data integrity in systems by running queries and analyzing data. Perform regular HRIS audits to ensure system accuracy.
  • Responsible for process flow documentation and process change requests. Develop user procedures, guidelines and documentation for HR and other users as needed.
  • Partner with HR leaders to create and design dashboards to help data needs. Present data in the simplest way for consumption and to drive data literacy efforts and decisions.
  • Oversee the specifications, development, and implementation of new or redesigned systems, reports, and procedures for HRIS system users to ensure efficient business processes.
  • Maintain awareness of current trends and new techniques and strategies in technology fields related to HRIS. Examine trends in information systems training, materials and techniques. Through classes, reading, or other mechanisms, continuously increase both HR knowledge and HRIS application/tools knowledge. Participate in user group meetings/conferences.
  • Compile data and complete annual reports, (i.e., IPEDS, AAP, EEO).
  • Maintain and update the HR Intranet page as requested.
  • Supervisory Responsibilities

    This job has no supervisory responsibilities.


    To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. This individual must be able to work in a constant state of alertness and safe manner and have regular, in-person, predictable attendance. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

    Other Qualifications

    The individual must have the ability to problem solve by defining problems, collecting data, establishing facts and ultimately, drawing valid conclusions. The individual must be able to successfully manage projects for successful and timely completion. The individual must also have a high affinity for providing top quality customer service. Strong attention to detail and the ability to communicate clearly, both verbally and in writing is essential. The individual must also maintain professional relationships with external and internal clients of the University.

    Education and/or Experience

    Bachelor's degree is required, preferably in human resources, business, computer science or related field. 3-5 years of HRIS experience. Experience with Ultimate Software (UKG) or Kronos strongly desired. Strong understanding of HR processes and data, including eligibility and enrollment rules, and benefit procedures, in order to ensure correct implementation. Strong understanding of HRIS database design, structure, functions and processes, and experience with database tools. Effective organizational and interpersonal skills including written and verbal communication skills.

    Computer Skills

    Strong computer literacy necessary, with proficiency in Microsoft Office required.

    Physical Demands

    The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

    Ability to routinely lift 10 lbs.; vision correctable to 20/20 in one eye, hearing correctable to normal, ability to tolerate prolonged sitting; ability to stoop, stand, use of fingers, hands and arms; ability to tolerate repeated routine tasks.

    Work Environment

    The work occurs primarily indoors in a business office environment. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

    Midwestern University is an Equal Opportunity/Affirmative Action employer that does not discriminate against an employee or applicant based upon race; color; religion; creed; national origin or ancestry; ethnicity; sex (including pregnancy); gender (including gender expressions, gender identity; and sexual orientation); marital status; age; disability; citizenship; past, current, or prospective service in the uniformed services; genetic information; or any other protected class, in accord with all federal, state and local laws, including 41 C.F.R. 60-1.4(a), 250.5(a), 300.5(a) and 741.5(a). Midwestern University complies with the Smoke-Free Arizona Act (A.R.S. 36-601.01) and the Smoke Free Illinois Act (410 ILCS 82/). Midwestern University complies with the Illinois Equal Pay Act of 2003 and Arizona Equal Pay Acts.


    Qualifications Skills Behaviors






    Bachelors or better.

    Experience Licenses & Certifications

    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)

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