HRIS ANALYST I

LISI Aerospace•Torrance, CA

11d

About The Position

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. ESSENTIAL DUTIES AND RESPONSIBILITIES Other duties may be assigned. Reasonable accommodation for disabilities may be made for one or more of the following: HRIS Administration & System Management 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. Process Improvement & Automation 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. Reporting & Workforce Analytics 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. Compensation & Market Rate Analysis 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. Data Governance & Compliance 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. Ways of working, Experience, and Behaviors To perform the job successfully, an individual should demonstrate the following competencies: Analytical - Synthesizes complex or diverse information; Collects and researches data; Uses experience to complement data; Designs workflows, and procedures as necessary to implement new processes and enhance productivity in current processes. Problem Solving Skills – Be able to define problems clearly, examine issues from various perspectives, evaluate alternatives, identify manageable components parts, deliver solutions -technical and financial- to problems, and use quantitative measures/indicators and analysis to solve problems. Technical Skills – Understands and has working knowledge of recruitment systems, process, and techniques. Oral Communication - Speaks clearly and persuasively in positive or negative situations; listens intently to others and seeks clarification; Provides clear and pleasant responses to inquires regardless of the situation; simply presents complex concepts to achieve understanding of new concepts at all levels of the organization. Able to teach others how to present and develop leaning materials. Demonstrates group presentation skills; Participates in meetings. Teamwork - Balances team and individual responsibilities; Exhibits objectivity and openness to others' views; Gives and welcomes feedback; Contributes to building a positive team spirit; Places success of team above own interests; Able to build morale and group commitments to goals and objectives; Supports everyone's efforts to succeed; Recognizes accomplishments of team members. Business Acumen - Understands business implications of decisions; Displays orientation to profitability; Demonstrates knowledge of market and competition; Aligns work with strategic goals. Cost Consciousness - Works within approved budget; Develops and implements cost saving measures; Contributes to profits and revenue; Conserves organizational resources. Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events. Planning/Organizing - Prioritizes and plans work activities of self and others; Uses time efficiently; Plans for resources in a creative way only adding cost as absolutely necessary; Sets goals and objectives; Organizes or schedules other people and their tasks; Develops realistic action plans. Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments. Supervisory Responsibilities No Supervisory responsibilities.

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.