HRIS Analyst

AAA Life Insurance Company•Livonia, MI

1d•Hybrid

About The Position

As the HRIS Analyst, you will be responsible for the end-to-end configuration, optimization, and analytical enablement of the organization's HR technology ecosystem, with primary accountability for the Human Capital Management (HCM) system and the Applicant Tracking System (ATS). You will work independently to diagnose HR process and system issues, translate business needs into scalable system solutions, and improve data integrity and reporting consistency. You will partner across HR, Talent Acquisition, Payroll (as applicable), and IT to drive workflow standardization, automation, governance practices, and user adoption that strengthen HR infrastructure and decision support.

Requirements

Bachelor’s degree in Human Resources, Information Systems, Business, or a related field, or equivalent professional experience.
3-6 years experience supporting HRIS and/or ATS platforms, including system configuration and reporting activities.
Experience translating business requirements into functional system solutions and supporting testing and user acceptance activities.
Advanced reporting capabilities, including report writing, dashboard development, and complex data extracts.
Working knowledge of HR operations and controls, such as security roles, data governance, audit support, and change control practices.
Ability to collaborate effectively across functional teams, with clear communication and stakeholder partnership skills.

Nice To Haves

Proficiency in Excel; experience with Power BI and/or SQL.

Responsibilities

System Configuration, Optimization & Solution Design
Apply analytical problem-solving skills to diagnose ambiguous system and process challenges, identify root causes, and configure scalable HCM and ATS workflows, approvals, templates, and security roles aligned to business needs and controls.
Design and configure functional system solutions by partnering with stakeholders to translate requirements into configuration approaches, testing plans, and implementation steps that support usability and sustainability.
Apply structured project and change practices to coordinate functional releases, including impact assessments, testing and UAT support, documentation, communications, and deployment readiness.
Process Improvement, Standardization & Automation
Use a process improvement and automation mindset to analyze inefficiencies and recurring system issues, implementing sustainable solutions that reduce manual effort and rework.
Partner cross-functionally with HR, Talent Acquisition, IT, and business teams to standardize end-to-end workflows and establish consistent ways of working.
Identify and enable automation and self-service capabilities that improve user experience, cycle times, and operational efficiency.
Maintain process maps, configuration documentation, job aids, and knowledge resources to support continuity, adoption, and scalability.
Data Governance, Reporting & Analytics Enablement
Establish and maintain reliable data governance practices, including validation routines and controls, to support system accuracy and reporting integrity.
Develop and maintain reports, dashboards, and data extracts using consistent definitions, logic, and metrics to ensure clarity and comparability over time.
Support workforce and recruiting analytics by improving data structures and defining key data elements in partnership with stakeholders.
Cross-Functional Support, Controls & Vendor Partnership
Serve as a functional HRIS resource, advising stakeholders on system capabilities, trade-offs, and downstream impacts while supporting informed decision-making.
Collaborate with HR, Talent Acquisition, IT, and vendors to intake, prioritize, and resolve system issues and enhancement requests, particularly those requiring cross-functional coordination.
Support role-based access, change control practices, and audit documentation using disciplined, well-documented processes that balance compliance and usability.