People HRIS Data & Analytics Manager (Contract)

Iterative Health•New York City, NY

7d•Remote

About The Position

Iterative Health is seeking a contract HRIS and People Analytics professional to partner closely with the Head of People Operations team. The role will improve the accuracy, consistency, and usability of employee data across HR systems, take ownership of data cleanup and reconciliation, establish BambooHR as the primary source of truth for employee data, and develop reliable reporting and analytics to support business decisions. This hands-on, project-based engagement will also support system and process enhancements, including preparation for 2027 organizational enhancements in payroll and job architecture, improvements to preboarding and onboarding workflows, and a move to a new HCM. The contractor will independently assess existing systems, identify gaps, execute solutions, and recommend improvements. The engagement is 20–30 hours per week for 2–3 months. The position is remote, with an hourly rate of $75–$95.

Requirements

At least 4 years of hands-on experience in HRIS administration, HR systems consulting, People Analytics, or a related field.
Demonstrated experience auditing, cleaning, reconciling, and standardizing employee data across multiple HR systems.
Experience administering or supporting HRIS platforms; BambooHR experience is ideal.
Strong reporting and analytical skills.
Demonstrated experience leveraging AI tools and capabilities to improve efficiency, streamline workflows, and deliver high-quality results.
Experience building, maintaining, and improving dashboards and recurring HR reports.
Experience standardizing HR data, developing reporting definitions, and improving data quality and governance.
Strong understanding of core HR data and metrics, including headcount, employee movement, terminations, turnover, and recruiting performance.
Ability to independently manage projects, prioritize competing requests, troubleshoot issues, and deliver against defined timelines.
Excellent attention to detail, organizational skills, and problem-solving capabilities.
Strong written and verbal communication skills, including the ability to explain technical and data-related issues to nontechnical stakeholders.

Responsibilities

Audit, clean, standardize, and reconcile current and former employee data across HRIS platforms and related systems.
Establish a primary source of truth for employee data and ensure records are accurate, complete, consistent, and structured for reporting and future system migration.
Identify and resolve discrepancies, duplicate records, missing information, and inconsistencies across HRIS, payroll, and recruiting systems.
Standardize employee records, including job titles, departments, locations, reporting relationships, employment classifications, and other key data fields.
Review and clean termination reasons, employee change reasons, and other historical data used for workforce reporting and analytics.
Establish data validation practices, documentation, and repeatable processes to maintain data integrity.
Document data issues, remediation efforts, system dependencies, and recommendations for ongoing data governance.
Develop and enhance reporting dashboards and standardized reports using HRIS and ATS data.
Work with the People team to understand reporting needs and translate them into practical, actionable dashboards.
Develop reporting for workforce metrics such as headcount, employee movement, turnover, recruiting activity, and time to fill.
Automate recurring reports and reduce manual data extraction, spreadsheet manipulation, and cross-system reconciliation where feasible.
Leverage AI tools to streamline HRIS data cleanup and analytics, automate reporting, identify discrepancies, and improve People Analytics workflows and operational efficiency.
Support additional People team projects and operational priorities during the engagement.
Identify opportunities to improve the efficiency, scalability, and consistency of People processes.
Recommend priorities for outstanding HRIS and analytics work based on business needs and project dependencies.
Support upcoming system and process enhancements, including payroll and job architecture enhancements, preboarding and onboarding improvements, and the move to a new HCM.