HRIS ANALYST I

LISI•Torrance, CA

11d

About The Position

LISI AEROSPACE is ranked 60th in the global aerospace value chain and specializes in the design and manufacture of high-tech metal components to enhance aircraft safety and performance. Active since 1950 in the fastener market (no. 3 worldwide), LISI AEROSPACE has been a recognized player in metal components for aircraft engines and airframes since 2011. With its dedication to industrial excellence, LISI AEROSPACE aims to become a leader in costs, quality, deadlines and workplace safety. This mindset is represented at every level of our company and by all of our team members. At LISI AEROSPACE, we focus above all on advancement and flexibility. Every employee is empowered and has the latitude they need to carry out their assignments and develop their skills. We provide this mobility and training through our Corporate University, the LISI Knowledge Institute (LKI). As a result, our company is growing fast and always welcoming new talents. The HRIS Analyst is responsible for the administration, optimization, and continuous improvement of the organization’s Human Resources Information Systems and related HR processes. Reporting to the HRIS Manager within Shared Services, this role ensures system integrity, drives automation initiatives, supports compensation market analysis, and enhances reporting capabilities to improve operational efficiency and decision-making. This position plays a key role in transforming HR from a transactional function into a data-driven, process-optimized operation.

Requirements

Bachelor’s degree in Human Resources, Information Systems, Business, Finance, or related field required.
3–5 years of experience in HRIS, HR Analytics, Compensation, or HR Operations.
Advanced Excel (pivot tables, advanced formulas, data modeling).
Strong reporting and dashboard development experience.
Familiarity with data integrations and automation tools.
Strong analytical and problem-solving skills.
Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
Ability to write routine reports and correspondence.
Ability to speak effectively before groups of customers or employees of an organization.
Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume.
Ability to apply concepts of basic algebra and geometry.
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
To perform this job successfully, an individual should know recruitment database software; Human Resource systems; Internet software; Project Management software; Spreadsheet software, and Word Processing software.

Nice To Haves

Exposure to compensation benchmarking and salary surveys preferred.

Responsibilities

Administer and maintain core HR systems (HCM, payroll, benefits, time & attendance, talent modules).
Configure workflows, security roles, approval chains, and business rules.
Support system upgrades, enhancements, testing (UAT), and implementations.
Maintain integrations between HR platforms and third-party vendors.
Provide Tier 2/3 system support and troubleshoot escalated issues.
Identify inefficiencies within HR Shared Services processes and recommend automation solutions.
Design and implement system-driven workflow improvements to reduce manual transactions.
Develop automated reporting solutions and dashboards.
Lead continuous improvement initiatives focused on cycle time reduction and data accuracy.
Partner with HR, Payroll, and IT to optimize system capabilities and reduce redundancy.
Document standard operating procedures and system controls.
Develop and maintain standard and ad hoc reports for HR and leadership.
Build dashboards to support workforce planning, attrition analysis, and KPI tracking.
Ensure data accuracy through routine audits and reconciliations.
Translate HR data into actionable business insights.
Conduct external market pricing analysis using salary survey data.
Support annual compensation planning cycles (merit, bonus, and salary structure reviews).
Analyze internal pay equity and external competitiveness.
Maintain pay structures, job codes, and salary ranges within HRIS.
Support compliance related to compensation reporting and pay transparency.
Ensure integrity, confidentiality, and security of HR and compensation data.
Maintain compliance with federal, state, and local regulations.
Support internal and external audits related to HR systems and payroll.