HRIS Analyst

Overview

The HRIS Analyst serves as First Supply’s technical and functional subject matter expert for Dayforce and other HR systems. This role owns system administration, optimization, integrations, reporting, analytics, data governance, and user enablement. The position translates business needs into scalable HR technology solutions, leads system enhancements, and delivers accurate workforce insights that improve decision-making and the employee experience. This role partners with Human Resources, Information Technology, Finance, operational business leaders, and system vendors.

This position can sit anywhere in our geographic footprint - WI, MN & Chicagoland

HRIS Administration & Maintenance

• Own day-to-day administration, configuration, maintenance, and support of Dayforce and other HR technology platforms.
• Serve as the primary technical and functional point of contact for HRIS inquiries, issue resolution, troubleshooting, and escalation.
• Configure and maintain modules, workflows, business rules, security roles, permissions, notifications, forms, dashboards, and system settings.
• Evaluate vendor releases, upgrades, patches, and new functionality; assess business impact, coordinate testing, and support implementation.
• Monitor system performance and identify opportunities to improve reliability, usability, self-service, and adoption.
• Maintain current documentation of HR systems, configurations, processes, integrations, workflows, and standard operating procedures.

Business Process Optimization & Technical Solutions

• Partner with Human Resources and business stakeholders to understand objectives, document requirements, and translate needs into clear functional and technical specifications.
• Analyze processes and workflows to identify gaps, redundancies, manual interventions, and opportunities for automation or standardization.
• Design, configure, test, implement, and document solutions that maximize HR technology investments and improve the employee and manager experience.
• Research emerging HR technologies, vendor capabilities, industry trends, and best practices; provide recommendations to HR leadership.

Integrations & Data Flows

• Oversee and support integrations and data exchanges between Dayforce, benefits platforms, recruiting and talent systems, learning systems, financial systems, and other applications.
• Partner with vendors to design, test, monitor, troubleshoot, and maintain secure and reliable data flows, including APIs, SFTP, file feeds, and other approved integration methods.
• Coordinate root-cause analysis and corrective action for failed interfaces, data discrepancies, and recurring system issues.

Data Management, People Analytics & Reporting

• Lead the development and ongoing improvement of HR reporting, KPI dashboards, workforce analytics, and insights that support business and talent decisions.
• Gather reporting requirements, establish definitions, prioritize requests, and create standardized and custom reports for authorized stakeholders.
• Perform regular data audits, reconciliations, and quality reviews; resolve discrepancies and identify root causes to prevent recurrence.
• Ensure workforce reporting is accurate, consistent, understandable, and presented with relevant context.

Project, Vendor & Change Management

• Lead or coordinate HR technology projects through planning, requirements, design, configuration, testing, implementation, communication, training, stabilization, and post-implementation review.
• Develop project plans, timelines, decision logs, testing scripts, risk and issue tracking, status updates, and implementation documentation.
• Coordinate cross-functional work with HR subject matter experts, Information Technology, Finance, operational teams, external partners, and system vendors.
• Manage vendor support cases and service issues; monitor follow-through and elevate when needed.

User Support, Training & Communication

• Provide responsive technical support and consultation to HR team members, managers, employees, and other authorized users.
• Develop and deliver role-appropriate training for new functionality, processes, reports, dashboards, and system changes.
• Create user guides, procedures, job aids, and other documentation that make technical information clear to non-technical audiences.
• Own the communication approach for material HR system changes so stakeholders understand timing, impact, required actions, and available support.

Security, Privacy & Compliance

• Administer role-based access, permissions, segregation of…