HRIS Analyst / HR Generalist

CB&I•The Woodlands, TX

11d

About The Position

The HRIS Analyst / HR Generalist is responsible for delivering a blend of HR support and data-driven workforce insights. This role combines advanced HR analytics capabilities that support workforce planning, organizational effectiveness, and business decision-making with traditional HR generalist responsibilities—including employee relations, performance management, talent management, policy administration, and compliance. This is an individual contributor role.

Requirements

Typically 3+ years of relevant HR experience.
Bachelor’s Degree in Human Resources, a related program, or equivalent years’ of experience.
Experience working with HRIS platforms.
Strong proficiency in Microsoft Excel, including pivot tables, formulas, and data analysis.
Experience creating reports, dashboards, and HR metrics within Power BI, Tableau, or other business intelligence tools.
Experience with HR process improvement and documentation.
Knowledge of HR data management, reporting automation, and workforce analytics.
Proficient in Microsoft Excel and data visualization software (Power BI, Tableau).
Effectively exemplify the company’s values and comply with the company’s code of conduct.
Demonstrated business partnering skills.
Willingness to learn and contribute in varying environments.
Strong customer service and proficient interpersonal, communication, and presentation skills, both written and verbal.
Strong organizational and project management skills.
Ability to handle sensitive and confidential information with discretion.
Proven ability to work in a fast-paced setting and collaborative team environment.
Proactively identifies and solves difficult problems.
Strong analytical, problem-solving, and critical-thinking capabilities.
Mentally agile and ability to multi-task and manage tight deadlines.
High emotional intelligence and interpersonal skills.
Knowledge of Labor and Employment Laws for area of remit.

Nice To Haves

SHRM or other HR professional certification preferred.

Responsibilities

Generate recurring and ad hoc HR reports, dashboards, and workforce metrics.
Provide ongoing reports and support dashboards to accurately check system and data integrity.
Collaborate with senior HRIS Analyst to develop reporting solutions and improve data accessibility.
Handle sensitive employment data with professionalism and discretion. Be aware of Personally Identifiable Data and country requirements.
Support compliance reporting activities for various countries as needed.
Support standard communications, processes, and reporting for HR annual cycle activities.
Prepare presentations and visualizations that communicate workforce insights to HR and business leaders.
Maintain reporting documentation, report inventories, and data definitions.
Develop efficient analytic tools for reporting and data comparison.
Analyze HR data and trends related to headcount, turnover, hiring, retention, benefits, payroll, diversity, performance, and workforce planning.
Interpret data results or data trends using statistical techniques.
Examine data reports, and analyze metrics to identify exceptions, erroneous data, and trends for alignment and continuous improvement initiatives.
Communicate data analysis results and escalate identified critical business issues.
Support data validation, data integrity reviews, and quality assurance activities within HR systems.
Make recommendations for improving reporting process.
Support HR technology initiatives, system enhancements, and testing activities.
Identify opportunities to streamline HR processes through automation, standardization, and technology.
Participate in HR projects and cross-functional initiatives.
Contribute to the development of HR operational excellence and service delivery improvements.
Assist with ensuring that security protocols for information systems are in place and followed.
Act as a liaison between IT, HR, and third-party support as needed, troubleshooting and resolving end to end HR data and design strategies.
Interface with functional process owners and end-users to identify, define and document operational needs and objectives; recommend solution options.
Provide end user support as needed, efficiently investigating, and resolving user issues and providing guidance/training to ensure best practices are being used.
Work closely with other HR teams to understand and manage needed requests.
Perform employee hiring, onboarding, termination, system & records maintenance and other administrative activities.
Supports business leaders and employees by providing guidance on HR programs, employee relations, talent management, performance management, and organizational effectiveness.
Support workforce planning activities, including forecast histograms and staffing plans.
Support the development, implementation, and maintenance of HR policies, procedures, standards, and controls.
Conduct periodic audits of employee data, HR records, and HR processes to ensure compliance and data accuracy.
Maintain HR documentation in accordance with legal, regulatory, and company requirements.
Assist with internal and external audits by gathering required information and documentation.
Support governance activities related to organizational changes, workforce actions, and HR process standardization.
Identify opportunities to improve controls, documentation, and process efficiency.