Sr. HRIT Functional Analyst

Hartford Healthcare•Farmington, CT

About The Position

The Sr. HRIT Functional Analyst will oversee, configure, and optimize Human Resource Information Systems (e.g., PeopleSoft, Workday, etc.) to meet organizational needs. This role will maintain system configuration, workflows, interfaces, manage data integrity, develop complex reports, lead system upgrades, and act as a liaison between HR and IT. The Senior HRIT Analyst will collaborate with HR, IT, and other departments to implement system upgrades, troubleshoot issues, and work collaboratively with third-party vendors on system updates and maintenance. This individual will have a deep understanding of HR processes and data management, showcasing a high proficiency in system configuration, customization, and advanced reporting, including expertise in SQL or similar data query languages as a plus. They will be detail-oriented, with a meticulous approach to managing requirements gathering and user testing, possess strong analytical and problem-solving skills, enabling them to provide data-driven insights that enhance HR strategies and operations. Demonstrating strong communication and collaboration capabilities, they will effectively translate technical information into user-friendly language. This position plays a critical role in driving operational excellence through data integrity checks, root-cause analysis, process automation, and continuous improvement of HRIS technology.

Requirements

Bachelor’s degree in Information Systems, Human Resources, Business Administration, or related field.
Minimum: 5+ years of progressive experience HR experience, supporting HRIS platforms.
Proficiency with major HRIS platforms such as Workday, PeopleSoft, SAP SuccessFactors, ADP, Oracle HCM, or UKG
Experience with system configuration, integration, and user permission management
Strong understanding of HR functions including payroll, benefits, and talent management
Advanced reporting and data analysis skills (Excel, SQL, or built-in HRIS tools)
Knowledge of HR data security, compliance, and audit requirements
Track record of post-implementation platform optimization and stabilization , experience with upgrade management.

Nice To Haves

7+ years of experience supporting HRIS systems within a complex, multi‑entity organization (healthcare preferred).
Experience supporting M&A integrations or large-scale HRIS implementations.
Demonstrated experience improving processes and creating workflow documentation.
Intermediate to advanced Excel skills (VLOOKUP/XLOOKUP, pivot tables, formulas).
Experience with EDI or data integrations is strongly preferred.
Understanding of relational data concepts and file formats (CSV, XML, file mapping).
Experience with SQL, report writing, or HR analytics tools (Power BI, Tableau).
Experience working directly with vendors on file configurations and defect management.
Familiarity with internal controls, audit procedures, and compliance frameworks.

Responsibilities

Partner with HR to maintain accurate HRIS system configuration, including workflows updates, and data accuracy.
Monitor and troubleshoot system defects, data errors, or functionality gaps; coordinate root‑cause analysis and resolution with HR and vendors.
Conduct routine audits of HRIS data to ensure accuracy and compliance.
Maintain robust internal controls, including file reconciliation, exception reporting, and access/security reviews.
Validate data extracts and integrations to ensure accurate data flow between HRIS, vendors, carriers, and third‑party systems.
Lead User Acceptance Testing (UAT) for system updates, new features, regulatory-driven changes, and vendor implementations.
Create test scripts, validate expected outcomes, document results, and ensure appropriate sign‑offs.
Responsible for release management processes to ensure changes do not negatively impact downstream operations.
Identify opportunities for system automation, simplification of workflows, reduction of manual processes, and improved data integrity.
Document SOPs, system processes, and data flows; ensure alignment with internal controls and audit requirements.
Partner with HR COE teams to enhance reporting, dashboards, and data insights.
Serve as HR COE’s primary technical point of contact for HRIT
Provide technical expertise to HR COE during escalations involving eligibility, coverage, claims, and vendor file discrepancies.
Participate in M&A due diligence and integration planning for systems-related transitions.