Sr. HR Information Systems Analyst

The Zebra

10d•$100,000 - $120,000•Hybrid

About The Position

We're seeking a Sr. HR Information Systems Analyst to add to our growing team. This is an HRIS role built like a systems engineering role. You are the person who knows how every People system actually works — not just where the buttons are, but the underlying data model, the configuration logic, the calculation rules, and what breaks downstream when someone changes a field. You will own the design of our People systems ecosystem end to end: how data flows between systems, how work reaches the team, how it gets triaged, and how much of it can be eliminated entirely through better configuration and automation. Our goal is a minimal-touch People Operations function — where the system handles the routine correctly the first time, and humans spend their time on judgment calls. You are the architect of that. If you are the kind of person who nerds out over learning new systems, reads release notes for fun, cannot leave a manual process alone, and gets real satisfaction from a workflow that runs itself, this role is built for you.

Requirements

5+ years of related experience with a Bachelor's degree; or 3 years with a Master's degree; or equivalent work experience
Deep hands-on HR information systems configuration and administration experience — you have owned a system, not just used one
Ability to listen to a problem, and know how to recommend + implement solutions
Capable of working across and with multiple department teams to achieve success
Demonstrated ability to configure systems correctly for a functional domain
Working fluency with integrations and APIs
Atlassian/Jira proficiency is required — building and administering projects, request types, workflows, automation rules, and reporting, not just working tickets in it
Strong process design capability: mapping current state, identifying failure points and manual touches, and redesigning for minimal intervention
Practical experience using AI/automation tools to automate or accelerate real work, with judgment about where they belong and where they do not
Advanced data skills — Excel/Sheets at a high level, comfort with reporting tools, and the ability to reconcile and validate data at scale
Exceptional precision and follow-through.
Clear written communication — you document as you build

Nice To Haves

Paylocity & Ashby experience
Formal project management experience
Scripting or query capability (SQL, Python, JavaScript) or experience with iPaaS/low-code platforms (Workato, Zapier, Make, Power Automate)
Experience building custom MCPs for AI integration
Prior experience standing up or reconfiguring a service delivery or ticketing model for an HR or internal operations team
Experience in a high-growth or multi-state environment

Responsibilities

Serve as technical owner and SME for the HR systems stack, translating functional owners' real processes into architecture that holds up under audit and edge cases, with design docs and process mapping to match
Design and continuously improve the workflows behind every People Ops process — onboarding, offboarding, job and comp changes, leave, benefits events, payroll, compliance reporting, recruiting, and support intake
Define requirements and drive design for our Jira intake framework, partnering with IT to build and maintain it
Apply AI and automation to cut manual touch: self-service flows, document generation, data validation, ticket classification, and knowledge retrieval for employee questions
Own the integration layer between our HR tools stack and the business + external vendors — partnering with IT to build and troubleshoot API and file-based integrations, scripting data movement and reconciliation, and monitoring so failures surface before anyone notices
Own HR data integrity and complete audits, exception reports, and outline a clear source of truth for every field, building reporting the business trusts - partnering with IT, Compliance, and Security on permissions and audit trails
Know the HR regulatory landscape and operational flow well enough to spot exposure and pull in experts; design controls, permissions, and audit trails for SOC, 401(k), and internal reviews; advise People Ops, Talent, Finance, IT, and Legal in plain language.
Run implementations, upgrades, and redesigns as real projects — scoped, sequenced, communicated, closed with documentation and training — holding vendors to spec and building SOPs so system knowledge isn't trapped in one head