Human Resources - HR Systems & Analytics Partner

Position Summary

The HR Systems & Analytics Partner is responsible for leading the overall vision, direction, and optimization of the organization's Human Resources Information Systems (HRIS). This role serves as the subject matter expert on all aspects of HRIS operations, functionality, data integrity, and strategic alignment with business objectives. The HR Systems & Analytics Partner manages the full lifecycle of the HRIS platform administration, drives process improvements and system enhancements, conducts advanced data analysis to inform HR strategy, and serves as a trusted advisor and consultant to HR leadership and organizational stakeholders. This position requires both deep technical expertise and strategic thinking to maximize the value and efficiency of Henderson's HRIS investment while ensuring data security, regulatory compliance, and seamless integration with enterprise systems. The HR Systems & Analytics Partner independently manages complex projects, mentors lower-level team members, and collaborates across functions to deliver solutions that enhance HR effectiveness and organizational performance. Receives strategic objectives from HR leadership and determines how to prioritize HRIS resources, timelines, and project plans to meet organizational goals.

Essential Job Functions & Accountabilities

HRIS Administration

• Lead the strategic direction and optimization of the HRIS platform, serving as the primary subject matter expert for system configuration, performance, and data integrity across all HR modules.
• Independently manage and maintain the HRIS platform, including user roles, access controls, permissions, and system settings while ensuring compliance with company guidelines, security protocols and data protection regulations.
• Determine methods, procedures, and evaluation criteria for new and complex HRIS assignments, system implementations, and process redesigns with responsibility for delivering functional results.
• Develop and implement HRIS best practices and standard operating procedures, establishing governance frameworks to ensure consistency, accuracy, and security across all system users and processes.
• Collaborate with HR leaders on HRIS modules, staying up to date with functionality and optimization of the software.
• Collaborate with IT and other departments on HRIS integrations and troubleshoot and resolve issues. Partner with IT leadership on system security audits, disaster recovery planning, and infrastructure requirements to ensure optimal system performance and business continuity.
• Define and execute regular HRIS data audits to ensure accuracy and identify potential issues. Implement corrections and optimize processes that maintain data integrity.

Data Analysis & Reporting

• Design and develop comprehensive HRIS dashboards and analytics that provide leadership with actionable insights on workforce trends, talent management metrics, and organizational effectiveness, incorporating an understanding of current organizational trends and business strategy to contextualize findings
• Generate strategic, data-driven reports and presentations for senior HR and organizational leadership, translating complex HRIS analytics into clear business recommendations and insights.
• Analyze HRIS data to identify trends, patterns, and areas for improvement.
• Prepare and present data-driven insights to HR and senior management.

Process Optimization

• Conduct comprehensive audits of existing HR processes and workflows to identify automation opportunities and efficiency gains within the HRIS framework.
• Evaluate existing HR processes and identify opportunities for automation and efficiency improvement.
• Work with cross-functional stakeholders to identify and implement process enhancements within the HRIS framework.
• Monitor performance metrics and resolve application issues.
• Stay current on industry best practices and recommend updates to HRIS processes.
• Document and maintain comprehensive HRIS documentation, including system configurations, workflows, business processes, and troubleshooting guides for reference and training purposes.
• Build and maintain a network of key contacts across Finance, IT, and other Shared Services functional areas to inform HRIS strategy and ensure system solutions reflect broader organizational needs.

Continuous Improvement & Operational Support

• Prepare and distribute job and compensation-related letters to employees as needed.
• Identify and implement processes to continuously improve efficiency and customer service.
• Mentor, train, and support junior HRIS team members or HR staff on HRIS operations, system troubleshooting, and best practices.
• Manage relationships with HRIS vendors, consultants, and system support teams, serving as the internal liaison for maintenance issues, vendor escalations, and continuous improvement initiatives.
• Support other HR teams (Talent Acquisition, Compensation, etc.) with large-scale HR initiatives and annual processes.

Core Competencies

Communication

• Keeps others well informed and prioritizes audiences, accuracy, and timeliness.
• Facilitates an efficient, consistent workflow and exchange of information.
• Adjusts communication based on needs and make-up of audience.

Integrity

• Leads by example, challenges assumptions, and creates candid feedback loops.
• Aligns personal actions and words, extends and receives trust, and upholds commitments.
• Maintains the confidence of clients and colleagues, especially when handling sensitive information.

Quality Orientation

• Creates a sense of urgency to tackle problems and rewards responsiveness.
• Recognizes opportunity for improvement, creating and supporting processes and feedback to improve results.
• Holds others accountable for doing their best work.

Teamwork/Inclusion

• Promotes a culture of collaboration across roles and teams.
• Navigates difficult conversations with diplomacy and leverages cooperative efforts to resolve conflict.
• Confronts exclusionary behavior and participates productively in discussions of diverse, sensitive societal topics.

Continuous Learning

• Pursues challenging assignments and new knowledge.
• Encourages experimentation when faced with new challenges.
• Examines mistakes, clarifies lessons learned, and applies to future work.

Functional/Technical Expertise

• Leverages area of expertise to contribute to team and company goals.
• Promotes an environment where people openly share their expertise, experiences, opinions, ideas, and perspectives.
• Maintains knowledge, skills, and abilities relevant to success throughout job functions.

Leadership

INSPIRES THE ORGANIZATION

• Personifies the values of the organization and champions organizational culture and vision, earnestly supporting and mobilizing decisions made by organizational leadership.
• Navigates ambiguity and change in a positive way, proactively seeking support from leadership when needed.

FOCUSES ON CLIENT EXPERIENCE

• Fosters positive client relationships and coaches others to do the same, striving for best-in-class service and internal and external client satisfaction.
• Anticipates and responds proactively to changes in client needs, priorities, and/or expectations, ensuring quality results.

DEVELOPS THE STRENGTHS OF OTHERS

• Demonstrates empathy and builds strong relationships with colleagues.
• Seeks and shares productive feedback with candor to help others grow, celebrating the effort, progress, and everyday wins of colleagues.

DRIVES ACCOUNTABILITY, QUALITY, AND INNOVATION

• Expects and drives high-quality results and welcomes innovative strategies, especially in times of change.
• Models financially responsible behaviors and coaches others to be fiscally mindful as employee-owners.

Required Education, Experience, Licenses & Technical Competencies

• Bachelor's degree in human resources, business or related field required. Relevant work experience may be considered in lieu of degree.
• Minimum 8 years of HR professional experience required, with at least 5 years of direct HRIS experience.
• Experience managing a SaaS based HCM system (Workday, SuccessFactors, Oracle HCM, Dayforce, etc.) with Dayforce experience specifically preferred.
• Strong foundation and working knowledge of HR systems administration required.
• Demonstrated MS Office skills (Outlook, Word, Excel, Access and PowerPoint) required.
• Advanced MS Office skills preferred.
• Previous experience with the Dayforce platform preferred.
• Previous experience with Power BI or other data visualization platforms preferred.
• Previous experience leading HRIS projects preferred.
• Experience analyzing HRIS performance metrics, reporting, then providing insights and improving processes.
• Strong analytical, problem-solving and organizational skills with exceptional attention to detail and high technical aptitude.
• Excellent interpersonal and communication skills, including strong listening and verbal and written communication.
• Strong customer service focus and ability to collaborate effectively.
• Ability to work in a fast-paced environment with multiple priorities and exhibit effective time management skills.
• Ability to maintain integrity, professionalism, and confidentiality at all times.
• Must demonstrate proficiency in all core competencies as described and characterized in this job description.

Physical & Other Requirements

• Other duties as assigned.
• Prolonged periods of sitting or standing at a desk and working on a computer.
• Ability to read, write and communicate in English.