HRIS Analyst

Purpose of the role

This is a fantastic opportunity to make a meaningful impact in HR Operations & Enablement at a time of exciting transformation. Having upgraded our HR and recruitment systems, we are now focused on delivering a roadmap of improvements to make processes more efficient, improve the employee and user experience, and better enable the business.

In this hands-on role, you will use HR technology, automation and workflow solutions to improve how recruitment, onboarding and employee lifecycle processes are delivered. Working across our HRIS and ATS platforms, you will build, test and implement practical system improvements that reduce manual activity, strengthen data quality and governance, and help HR Operations deliver a more efficient, scalable and user-focused service.

You will work closely with HR Operations, Talent Acquisition and other stakeholders to translate operational requirements into effective system and workflow solutions, helping to shape how HR technology supports the organisation now and in the future.

Key Accountabilities

• Build, test and implement workflow automations and system improvements, with a particular focus on HRIS and ATS processes. This work is delivered within priorities and governance set by the HRIS Lead or relevant process owner.
• Support the day-to-day administration and optimisation of core HR systems, including report building, responding to system-related cases, troubleshooting issues and maintaining accurate, effective processes and data integrity. Reports and dashboards are developed against measures agreed with HR Operations or the relevant process owner, and system- or workflow-caused data issues are resolved in partnership with the HRIS Lead where applicable.
• Work with HR Operations, Talent Acquisition and other stakeholders to understand current processes, identify pain points and translate agreed business requirements and acceptance criteria into practical workflow and system improvements
• Configure and support digital forms, workflows and related system changes, ensuring they are accurate, tested and aligned to change control and governance requirements. This includes technical controls, alerts and routing for agreed exception and fallback scenarios, within the relevant Lead's change governance.
• Deliver HRIS and ATS improvements across onboarding, recruitment and employee lifecycle administration.
• Use Power Automate and related tools to automate HR processes, reduce manual activity, improve workflow efficiency and enhance the employee and user experience
• Create and maintain process documentation, testing records and standard operating procedures to support control, consistency, governance and user adoption. For system and workflow changes, this includes technical design, configuration and test evidence.
• Support system testing, enhancements and release activity to help ensure changes are implemented smoothly and effectively. This includes technical, functional and regression testing. Business UAT and operational acceptance are coordinated by HR Operations or the relevant process owner, with final sign-off retained by the relevant Lead where applicable.
• Provide day-to-day support to help embed new ways of working and ensure a smooth transition from manual to more automated processes. This support is technical in focus and is delivered in partnership with HR Operations on business readiness, communications and adoption.
• Works with Technology, Security, suppliers and system vendors by providing technical detail, dependencies and implementation considerations; the relevant Lead retains ownership of external commitments, supplier or product escalation, and approval of scope or estimates.

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