HR Info Systems Analyst, Sr

City of High Point•High Point, NC

1d•$64,212 - $87,151•Onsite

About The Position

The Senior HRIS Analyst serves as the functional lead for the City’s Human Resources Information Systems (HRIS), with primary responsibility for governance, optimization, and data integrity within the Workday environment. This role ensures alignment between HR business processes, position control practices, classification structures, compensation administration, and municipal budget authorization. The position also serves as the City’s lead resource for workforce data and analytics, developing executive dashboards and operational reports that support data-driven decision-making by City leadership. Through accurate reporting and analysis of vacancy trends, FTE utilization, compensation structures, workforce demographics, and compliance requirements, the Senior HRIS Analyst enhances transparency, accountability, and strategic workforce planning. This role partners with Human Resources, Payroll, Finance, Information Technology, department leaders, and external vendors to ensure effective system utilization, strong data governance, and continuous improvement of the City’s HR technology environment.

Requirements

Bachelor’s degree in human resources, business administration, public administration, or related field
Minimum of three (3) years of progressive HRIS experience.
At least two (2) years of hands-on Workday experience supporting configuration, testing, reporting, and/or system administration.
Strong analytical and reporting skills within HR systems.
Ability to translate business requirements into effective system solutions.
Excellent written and verbal communication skills.

Nice To Haves

Workday certifications
Experience in municipal or public sector HR.
Experience managing position control and classification processes
Experience supporting payroll, benefits, or timekeeping
Experience with regulatory and compliance reporting in government environments.
IPMA-SCP/CP SHRM-SCP/CP

Responsibilities

HRIS Administration Manage the administration of HR systems, including Workday HCM Serve as primary liaison with HRIS vendors and technical partners for system enhancements or integrations impacting HR data. Monitor system functionality and coordinate resolution of issues with IT or external partners. Maintain HRIS standards, documentation, and operating procedures. Identify and implement process improvements that enhance efficiency and data quality.
Position Management & Compensation Administration Serve as functional lead for position management, ensuring alignment with approved classifications, pay grades, funding sources, and organizational structure. Oversee position control processes including reclassifications, creation of newly budgeted positions, deactivations, funding changes, and vacancy management to ensure compliance with budget and Council authorization. Maintain and audit position restrictions, job profiles, supervisory organizations, FTE allocations, and reporting relationships. Administer and support the City’s compensation plan, including classification studies and pay structure maintenance. Compile and analyze data related to salaries, positions, benefits, and workforce trends.
Reporting, Analytics & Compliance Develop and maintain executive dashboards, workforce analytics, and operational reports for HR leadership and City management. Ensure data integrity through regular audits and validation processes. Support compliance reporting, including EE04 and other regulatory workforce reporting requirements. Provide insights into workforce metrics such as vacancy trends, FTE utilization, and compensation planning.
System Enhancements & End-User Support Oversee testing and validation of HR system updates, enhancements, and data conversions. Translate HR operational requirements into functional system specifications. Diagnose and resolve end-user issues; provide training and user guidance. Support stabilization and continuous improvement of the Workday environment.
Organizational Support & Special Projects Act as internal consultant to HR and departments on system capabilities, reporting needs, and workforce data. Provide process and policy improvement recommendations. Assist the HR Director with employee engagement and recognition initiatives as assigned.