HRIS Analyst

Aston Carter•East York, ON

2d•CA$48 - CA$60•Hybrid

About The Position

The Workday HRIS Analyst plays a key role on the HR project implementation team for a new, enterprise-wide Human Resource Information System, with a primary focus on Workday. This role supports the full HRIS implementation lifecycle, including core HR, absence, benefits, recruitment, and payroll, by driving process documentation, data accuracy, testing, and change readiness. The analyst facilitates workflow discussions, refines HRIS requirements, supports system testing and training, and ensures that HR technology and processes are aligned, efficient, and well-documented. This position offers the opportunity to focus on a high-impact project, contribute to continuous improvement, and leave a lasting legacy on HR processes and systems.

Requirements

Proven experience supporting HRIS implementations, preferably involving Workday, across core HR, absence and benefits payroll modules.
Strong understanding of human resources and payroll systems, including their requirements, data structures, and interdependencies.
Hands-on experience with Workday, including familiarity with Workday Benefits and Workday Absence modules, and a solid understanding of Workday functionality, modules, integrations, and data flows.
Demonstrated ability to perform accurate data entry, maintain data accuracy, and support data cleansing and validation activities.
Strong analytical and detail-oriented approach, with the ability to track issues, identify trends, and question inconsistencies in data and processes.
Experience working with HR functions such as benefits, pensions, absence management, recruitment, compensation, and HR administration.
Ability to work effectively in unionized environments, including familiarity with collective agreement considerations in HR processes.
Proficiency with Excel, including the use of pivot tables and other analytical tools to support data analysis and reporting.
Experience in process documentation, including mapping current and future state workflows and documenting detailed business processes.
Capability to support testing activities, including executing test scripts, performing data validation, and documenting test results and issues.
Experience supporting change readiness, including training support, maintaining change logs, and assisting with communication related to HRIS and process changes.
Strong interpersonal, problem-solving, and conflict resolution skills, with the ability to collaborate effectively across HR, IT, and operational teams.
Ability to work both as part of a collaborative team and with limited direction, demonstrating initiative, autonomy, and accountability.
Undergraduate degree in Human Resources Management or a related discipline, or an equivalent combination of education and experience.

Nice To Haves

Experience working on full-cycle HRIS implementations, including transitions from legacy systems to integrated environments with multiple new integrations.
Background in HR operations, including day-to-day administration of HRIS, recruitment, leaves, pensions, benefits, and compensation.
Experience supporting HR processes in large, complex organizations with 24/7 operations and multiple stakeholder groups.
Familiarity with HR reporting structures, department hierarchies, and organizational design, and how these translate into HRIS configuration and reporting.
Experience collaborating with payroll teams, including supporting payroll entries and reconciliation during testing phases.
Comfort working in environments where HR owns most HRIS functions and where manual HR involvement may be required during testing and early implementation stages.
Demonstrated ability to balance multiple priorities, including testing, data analysis, issue resolution, documentation, and change management activities.
Experience delivering or supporting HRIS training to end users, including preparing materials and conducting sessions.
Exposure to occupational health and safety (OHS) and organizational development functions, and how they integrate with HRIS and HR processes.
Ability to identify and communicate process gaps, raise flags proactively, move quickly to address issues, and propose practical solutions.
Comfort working closely with external vendors and other organizations to coordinate system changes, integrations, and best practices.
Interest in developing deeper expertise in HRIS and HR processes, and in contributing to a long-term, high-impact HR transformation project.

Responsibilities

Facilitate discussions with HR team members to review and refine HR workflows based on program planning and design, with the goal of maximizing efficiencies, reducing wasted time and effort, and aligning work across various HR processes.
Coordinate and actively participate in documentation meetings with HR, IT, and other stakeholders to understand how work is currently performed and to capture detailed process documentation.
Assist in refining HRIS requirements for Workday system modules, including core HR, absence, benefits, recruitment, and payroll, and create or revise test scenarios related to people services transactions and HR system changes.
Suggest process and system solutions, empowering team members to redesign workflows and resolve identified problem areas in HR operations and HRIS usage.
Identify continuous improvement opportunities by analyzing questions and feedback from the project team, HR department, key stakeholders, and employees, and translate these into actionable recommendations.
Identify opportunities for HR technology, particularly Workday, to reduce manual work and streamline HR processes, including data entry and reporting activities.
Act as a subject matter expert on HR systems, especially Workday, providing guidance on functionality, integrations, data flows, and system capabilities.
Identify changes that impact people, processes, or technology, and work with the project team to manage these changes effectively through planning, communication, and training.
Follow up with team members during testing stages to resolve issues, support troubleshooting, and help drive various improvement plans to completion.
Support data integrity and data cleansing efforts by administering and evaluating standard, audit, and exception reports, ensuring accuracy and consistency of HR data.
Analyze HR systems to ensure that reporting structures, department structures, and employee data are current, accurate, and aligned with organizational design.
Troubleshoot HRIS issues and collaborate with IT teams and external vendors to diagnose problems, implement fixes, and validate resolutions.
Track and analyze recurring issues and trends, documenting patterns and working with stakeholders to address root causes and prevent future occurrences.
Partner and collaborate with subject matter experts in HR operations, organizational development, occupational health and safety, and payroll to support system training and process alignment.
Support the development of training materials and communication content related to new HR processes, HRIS functionality, and changes impacting employees and leaders.
Test the HRIS solution as part of multiple testing cycles, including executing test scripts, validating data, and supporting reconciliation testing and related documentation.
Deliver HRIS system training to end users as part of the deployment process, ensuring they understand new workflows, system features, and responsibilities.
Serve as a primary support contact for HRIS-related inquiries, responding to employee questions and providing general administrative support for testing, training, and issue resolution.
Enter HR and payroll-related transactions into the system accurately, question inconsistencies, and document business processes to support a smooth transition from legacy systems to Workday.
Support change readiness activities by maintaining change logs, assisting with communication plans, and contributing to training and readiness activities for go-live.
Contribute to process documentation by identifying gaps, documenting end-to-end workflows, and proposing improvements that align with best practices and operational requirements.
Liaise with functional leads and internal clients to deepen understanding of HR workflows in a large, complex organization and to ensure that system design supports both operational needs and best practices.
Support the HR team in balancing testing, data analysis, issue resolution, documentation, and change management activities in preparation for go-live.
Collaborate with internal staff and leaders by providing advice, policy and collective agreement interpretation, and recommendations related to HR processes and system use.
Engage with external application vendors and peer organizations to share routine information, coordinate implementation activities, and ensure alignment on system changes and integrations.