The language of HR is ever-evolving—adapting and shifting to meet the increasingly intricate roles and working conditions of the modern workplace. One particular HR title that we’re going to highlight is that of the HRIS analyst, a position that plays a pivotal role in the HR tech landscape.
In an era where the integration of HR and IT is paramount, understanding the role of an HRIS analyst is vital.
What is an HRIS analyst?
HRIS is an acronym for human resources information system, an integrated software solution that manages various HR, payroll, management, and accounting functions within an organization.
HRIS analysts are the logistical superheroes who manage, maintain, and support this system, ensuring it’s fully optimized and serves the organization’s HR needs.
HRIS analyst job role and responsibilities
HRIS analysts are multi-talented people who don several hats within an organization. Their responsibilities stretch across multiple areas of human resources, but their primary responsibility is to manage the HRIS system. They act as your trusted HR ship captain, steering you through the unpredictable sea of data and tech.
They safeguard data integrity, troubleshoot system issues, and conduct regular system audits. They’re also the chief architects of HRIS implementation plans, working diligently on system upgrades and implementations.
An HRIS analyst often manages the point at which your HR and IT departments meet. They play a major role in configuring the system to cater to your organization’s unique needs, while also training HR staff and other team members on how to use the system.
Important HRIS analyst skills and qualifications
Let’s take a closer look at some essential skills and qualifications for HRIS analysts.
- A degree in relevant fields
A bachelor’s degree in human resources, information technology, or a related field tends to be a stepping stone into an HRIS analyst role. However, any relevant experience in these or similar fields can also open the door to this career path, through internships, entry-level positions, or on-the-job training.
- Attention to detail
With vast amounts of data to work with, attention to detail is one of the most important skills for any HRIS analyst. Meticulous attention to data ensures accurate and reliable insights so organizations can make informed decisions.
- HR software experience and technical skills
Successful HRIS analysts use various types of HR software effectively. In addition to human resources information systems, HRIS analysts may use other HR platforms, like human capital management (HCM) software, payroll software, employee management software, and more.
HRIS analysts often handle technical troubleshooting and other tech-heavy tasks for HR teams. Problem-solving skills—combined with strong technical skills—help analysts troubleshoot issues and identify process bottlenecks.
- Strong communication skills
Analysts with strong communication skills enable the seamless exchange of information, smooth implementation of HR processes, and more effective support for colleagues who need technical support. The ability to communicate with and work as part of a team helps HRIS analysts manage their role as a bridge between IT and HR.
- Proficiency in data analysis
Cultivating strong analytical skills—especially in data analysis—helps HRIS analysts succeed in their work with employee and organizational data. They regularly analyze data to generate reports, provide actionable insights, and support strategic decision-making within the organization.
Organizations sometimes look for additional qualifications, like certifications in HRIS systems, data analytics, or project management, to ensure analysts can meet the role’s demands. Staying updated on industry trends and emerging technologies positions HRIS analysts to provide forward-thinking solutions that keep HR operations innovative and competitive.
Average HRIS analyst salary
HRIS analyst salaries depend on experience levels and technical skills. The specific industry and region also impact compensation. On average, Glassdoor estimates HRIS analysts make between $69,000 and $106,000 annually.
Crafting an HRIS analyst job description
A clear job description, with a breakdown of responsibilities and qualifications, will help you attract top talent for your team’s HRIS analyst role.
Sample HRIS analyst job description
Here’s what a typical HRIS analyst job description might look like:
Job title: HRIS analyst
Job overview:
Our team is looking for an HRIS analyst to optimize our HR system’s performance. Responsibilities include HRIS management, making recommendations to improve performance metrics, gathering data, and offering technical support to HRIS users. You’ll work with a team of HR specialists and managers to ensure efficient performance and analyze HR data to provide organizational insights.
Responsibilities:
- Evaluate HR systems for areas of improvement
- Translate business objectives and user needs into clear technical requirements
- Partner with stakeholders to develop tech solutions that streamline and automate HR processes
- Develop and implement process improvements and policy changes to improve efficiency
- Act as the organization’s go-to expert for HRIS
- Manage HR systems and applications, consulting with HR and IT
- Troubleshoot HR system issues
- Ensure data quality and security
- Handle HRIS maintenance
Requirements:
- Bachelor’s degree in information technology, human resources, or business administration
- IT project management experience
- Familiarity with HRIS software
- Understanding of the system development life cycle
Skills:
- Strong communication and problem-solving skills
- Experience with data analytics
- Proficiency in data analysis
- Attention to detail
Company overview:
At Tech Teachers, we’re all about creating innovative tech that makes learning fun. Our mission is to bring students and teachers together through interactive lessons and user-friendly reports. We believe all kids care about their learning and want to succeed—and we’re here to help!
How to apply:
To be considered for the role, please complete the application and attach your resume and cover letter.
How to develop potential HRIS analysts for your team
Building a successful HRIS analyst starts with fostering the right blend of education, skills, and experience. Whether you’re onboarding a new hire or supporting a current team member transitioning into this role, these steps can help you build the right HRIS team.
1. Encourage a degree in human resources or related fields
When identifying or developing an HRIS analyst, consider candidates with a bachelor’s degree in human resources, information technology, business administration, or related fields. These programs provide a strong foundation in essential concepts that support HRIS responsibilities. Encouraging interested applicants to pursue formal education in these areas can help them build a relevant knowledge base.
2. Share HRIS certifications and courses
Supporting your HRIS analyst’s professional development through certifications and relevant courses can elevate their expertise and demonstrate their commitment to staying competitive. When choosing certification programs, consider:
- Curriculum relevance: Ensure the program covers essential HRIS topics and aligns with current trends
- Credibility of the certifying organization: Select courses from respected, industry-recognized bodies
Career alignment: Choose certifications tailored to people’s career goals, whether that’s specializing in a specific HRIS platform or broadening overall industry expertise. Here are a few examples of popular HRIS and HR certification programs:
- Human Resources Information Program (HRIP)
- HR Certification Institute (HRCI)
- Society for Human Resources Management (SHRM)
- Academy to Innovate HR (AIHR)
- Associate Professional in Human Resources – International (aPHRi)
- Professional in Human Resources (PHR)
3. Prioritize HR reporting and analytics skills
Encourage team members and applicants to build strong skills in data analysis and reporting. Their ability to generate clear, actionable insights can significantly impact your organization’s success. They can:
- Take online courses in data analysis and visualization tools
- Gain hands-on experience with HR metrics and analytics software
- Build technical expertise in statistical methods and data interpretation
4. Improve collaboration and communication skills
Between offering technical support, translating business needs into tech solutions, and generating reports for stakeholders, HRIS analysts work with professionals of varying backgrounds and experiences. Help people develop their interpersonal skills by encouraging:
- Understanding communication styles and being mindful of how others communicate best
- Increasing emotional intelligence with practices like mindful meditation
- Building team camaraderie by recognizing your people’s accomplishments and contributions
- Practicing active listening skills like paraphrasing what others say to ensure understanding and asking thoughtful questions to clarify points
5. Teach HR systems and processes
HRIS analysts need more than technical skills to implement the tools companies need. They need to understand how the tech supports critical HR functions like:
- Recruitment, hiring, and onboarding
- Performance management
- Workforce and succession planning
- Compensation management
- Team member wellbeing and advocacy
- Administrative tasks like handling complaints, promotions, disciplinary actions, etc.
With knowledge of these processes—and the systems used to manage them—HRIS analysts can offer insights and recommendations to improve organizational efficiency.
6. Offer entry-level HRIS analyst roles
Creating entry-level HRIS analyst roles within your organization is a great way to build talent from within and develop future leaders in this space. These roles provide opportunities for people to gain hands-on experience with HR systems, data analysis, and reporting while learning the nuances of your organization’s HR processes.
Applicants can boost their chances of landing an entry-level role by:
- Learning about an organization’s culture by browsing its webpage and looking at employer review sites
- Writing a cover letter that speaks to the company’s specific needs and values, emphasizing how their skills align with the mission
- Tailoring resumes to highlight relevant experience, including internships, certifications, and any hands-on experience with HRIS systems or data analysis
- Preparing for interviews by researching potential questions and practicing with a friend or mentor
- Following up with a thoughtful thank-you email after the interview
The HRIS analyst: A vital role in the HR sphere
An HRIS analyst is a crucial asset in managing and optimizing an organization’s HRIS system. With a mix of education, experience, and certification, the right person can thrive in this dynamic role.
With a strong HRIS analyst at the helm, your HRIS system will be in the best possible position to sail smoothly, empowering your HR functions, and supporting your organization and team’s growth.
For further insights into the HRIS career path, check out our article on the role of an HRIS director.
Learn more about HRIS analysts
How does an HRIS analyst support an organization?
HRIS analysts’ primary role is to manage and maintain an organization’s human resources information system. They offer innovative solutions to technical issues and workflow inefficiencies to meet business goals and user needs, and they offer day-to-day technical support.
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What software do HRIS analysts use?
HRIS analysts primarily work with human resources information system software (HRIS), but they also work with HCM software, which simplifies human capital management with tools for recruitment, payroll, performance management, and more. A human resources management system (HRMS) is another system designed to automate many core HR processes.
What are examples of HRIS analyst interview questions?
Hiring managers can ask a variety of questions to gauge candidates’ analytical, strategic, and technical skills and their knowledge of HR processes. A few sample questions include:
- What steps do you follow to extract metrics from performance data?
- What methods would you use to streamline payroll and HR administration?
- What is your technique to resolve HCM system issues?
- How do you train staff on new HR software?