Sr HR Systems & Data Analyst II

Consensys

21h•$122,000 - $183,000•Remote

About The Position

Consensys is the leading blockchain and web3 software company. Founded by Joe Lubin, CEO of Consensys and Co-Founder of Ethereum in 2014, Consensys has been at the forefront of innovation, pioneering technological developments within the web3 ecosystem. The financial system is being rebuilt on open, programmable infrastructure, and Consensys is helping power that transition. From MetaMask, the platform trusted by tens of millions of users worldwide, to Linea, the only 100% proven zkEVM rollup and an emerging home for institutional ETH capital, Consensys builds products and infrastructure that enable users, developers, and institutions to participate in the next generation of the internet. Our mission is to unlock the collaborative power of communities by making the decentralized web universally easy to access, use, and build on. Joining Consensys means working with a fully remote, globally distributed team of technologists, designers, cryptographers, product thinkers, and researchers who are building the next layer of the internet. You'll be exposed to new ideas, emerging technologies, and complex challenges that push you to stay at the top of your game while helping scale products and infrastructure used by tens of millions of users and thousands of developers across the web3 ecosystem. You'll join a network of builders that reaches the edge of our ecosystem. Consensys alumni have moved on to become tech entrepreneurs, CEOs, and team leads at tech companies. About PODS Team People and Talent support the members of our Consensys community. We strive to be the destination employer of choice for our ecosystem. That goal is embedded in all the work we do to attract, retain and support our incredible talent. PODS — People Operations, Data & Systems — is the infrastructure layer behind everything our People team does — the systems, data, and operational processes that make it possible to hire, pay, onboard, develop, and support people at scale. When this function works well, it's invisible. When it doesn't, everyone notices. We're looking for someone to take ownership of our core People systems. In this role, you will be the primary subject matter expert on ADP Workforce Now and the broader HR technology ecosystem, the person Finance calls when People data doesn't match, the person Legal calls when they need audit evidence, and the person the People & Talent team relies on for system builds, enhancements, and troubleshooting.

Requirements

Deep functional expertise in ADP Workforce Now — you have configured workflows, built reports, managed security roles, and troubleshot integration failures as a hands-on administrator, not as an end user
5+ years of progressive experience in HR systems administration, HRIS configuration, or HR technology operations
A track record of business process design end to end — you've taken requirements from a stakeholder conversation through configuration, testing, launch, and post-launch validation without handing off
Demonstrated ability to translate ambiguous business needs into working system solutions — you ask the right questions, design the right solution, and build it
Experience with process automation and AI-assisted tooling — you've used modern tools to prototype and build automations that eliminated meaningful manual effort, and you can point to the results
Strong data management instincts — you've built custom reports, run data audits, caught data quality issues before they became business problems, and you understand what governance actually means in practice
SOX or audit compliance experience — you understand what controls mean, what evidence looks like, and what an auditor will ask for
Project management capability — you've managed a high volume of requests and shifting priorities without losing track of what matters most, and you communicate status without being asked
Intellectual curiosity and sound judgment — you ask why something works the way it does, and you know when to move fast and when to slow down and think
A bias for action paired with resilience in ambiguity — you've operated in fast-moving environments where requirements changed mid-project and you didn't wait for perfect information to make progress
It is a requirement of employment in this position that applicants will be required to submit to background checks including but not limited to employment, education and criminal record checks. Further details will be provided to applicants that successfully meet the criteria for the position as determined by the company in its sole discretion. By submitting an application for employment, you are acknowledging and consenting to this requirement.

Nice To Haves

Don't meet all the requirements? Don't sweat it. We’re passionate about building a diverse team of humans and as such, if you think you've got what it takes for our chaotic-but-fun, remote-friendly, start-up environment—apply anyway, detailing your relevant transferable skills in your cover letter. While we have a pretty good idea of what we need, we're ready for you to challenge our thinking on who needs to be in this role.

Responsibilities

HRIS administration and system integrity: You are the technical owner of ADP Workforce Now and the PODS technology ecosystem. System health, configuration, data integrity, and day-to-day administration are yours — not tasks you contribute to, but outcomes you own.
Platform ownership — Manage day-to-day ADP WFN configuration, security roles, workflows, custom fields, and system health. You know where everything is, why it's set up the way it is, and what breaks if it changes.
Business process design — Take business needs from requirements through configuration, testing, and post-launch validation — end to end, without handing off. When a stakeholder brings you a problem, you translate it into a working system solution and own it through to adoption.
Product releases — Own configuration, testing, and rollout of new ADP product releases and system enhancements. Proactively flag opportunities to simplify or automate existing processes before problems surface.
Integration management — Own all system integrations across payroll entities, benefits carriers, finance tools, and core HR platforms — both automated API connections and manual data flows. Monitor, troubleshoot, and escalate when things break.
Security and access — Manage role-based access across HR systems, enforce least-privilege standards, and maintain SOX-ready access review evidence on a defined cadence.
Vendor management — Own day-to-day vendor relationships across the stack — performance accountability, escalation paths, SLA tracking, and contract awareness. Not just ticket submission.
Technical project ownership and process automation: You lead technical workstreams from intake through completion — representing the People Operations perspective on systems, data, and integration projects across the organization.
Technical project ownership — Own HR systems and data projects end to end — scoping, configuration, testing, rollout, and documentation. You represent PODS interests in cross-functional projects and ensure the People Operations perspective is built into technical decisions, not bolted on afterward.
Process automation — Systematically replace manual, error-prone workflows with automated processes. Use AI-assisted tools to rapidly prototype and build People Operations automations — turning process ideas into working solutions on fast, business-critical timelines. Measure the reduction in manual effort and error rates over time.
SOX and compliance — Maintain documented controls, gather and organize audit evidence, and partner with Legal and Finance to ensure People systems meet compliance requirements at every stage.
Change management — Test before deploying. Document after deploying. Communicate to stakeholders before either. Every system change has a testing plan, a rollout plan, and a runbook.
Data management and stakeholder enablement: You are the check-and-balance for People data across the organization — and the person who makes that data accessible and understandable to the people who depend on it.
Data governance — Establish and maintain data definitions, quality standards, field ownership, and retention policies. When two stakeholders get different answers to the same question, you are the reason that stops happening.
Reporting and analysis — Prepare, review, and analyze People data and reports. Build custom reports and executive-facing dashboards in ADP and connected tools. Translate outputs into clear, actionable information for Finance, FP&A, Legal, and People leadership.
Audits — Run recurring data audits, maintain audit logs, and ensure evidence is organized and retrievable. Catch discrepancies before they reach stakeholders.
Documentation and training — Maintain up-to-date process documentation and deliver training materials for new system enhancements. Build genuine self-service capability in the HR team — reducing the ad hoc support load over time.
Operational support: You provide timely, effective support for daily system needs and cyclical operations — and you use patterns in that support to build lasting fixes rather than repeat the same interventions.
Employee and manager support — Provide responsive support for system questions, access issues, and ad hoc requests. Identify recurring patterns and build runbooks or automations to address root causes.
Cyclical operations — Own the systems side of open enrollment, compensation cycles, re-orgs, payroll close, and year-end processes. These run on a schedule — they need to run without heroics.
Vendor relationships — Hold vendors accountable to SLAs, manage escalations above the support queue, and keep contract renewal dates on the radar.