HRIS & Compensation Analyst

Heartland Bank and Trust Company•Bloomington, MN

6d•Onsite

About The Position

The HRIS & Compensation Analyst is responsible for managing and optimizing HR systems while supporting compensation programs through data analysis, reporting, and insights. This role bridges HR technology and total rewards, ensuring data integrity, system efficiency, and informed compensation decisions across the organization.

Requirements

Experience working with HRIS platforms (ADP, Oracle, ClearCompany, etc.).
Advanced Microsoft Excel skills (pivot tables, Power Query, complex formulas, and data visualization).
High attention to detail and data accuracy and the ability to translate data into actionable insights.
Strong analytical and problem-solving skills and knowledge of data visualization tools.
Experience with compensation benchmarking tools (Payscale, ERI, etc.).
Understanding of compensation structures and job architecture.
Bachelor’s Degree Human Resources, Finance, Business or related field and minimum 3 years' experience in HRIS, compensation, or HR analytics preferred or equivalent combination of education and experience.

Nice To Haves

Professional in Human Resources (PHR)-HRCI or Senior Professional in Human Resources (SPHR)-HRCI preferred.
CCP or working towards - Certified Compensation Professional preferred.

Responsibilities

Maintain and optimize HRIS systems, ensuring data accuracy, integrity, security and troubleshoot system issues and provide end-user support.
Partner with HR, IT, and vendors on system updates, enhancements, and integrations.
Develop and maintain HR dashboards and reports for workforce insights and leverage data tools to improve reporting speed and quality.
Build advanced reports and dashboards using Excel, Power Query, and HRIS tools.
Support annual compensation processes (merit, bonus, market adjustments).
Provide data-driven insights on headcount, turnover, and compensation trends as well as analyze compensation data to identify trends, gaps, and equity concerns.
Assist with salary benchmarking, job evaluations, and compensation recommendations with hiring managers.
Automate reporting processes to improve efficiency and accuracy and identify opportunities to streamline HR and compensation processes, being sure to document processes and maintain data governance standards.