Job Summary:

The HRIS Analyst is responsible for HR reporting, data validation, dashboard creation, and system integrations to support HR operations and strategic decision-making. This role ensures data accuracy, provides critical insights through reporting and analytics, and enhances HR system functionality.

The HRIS Analyst will serve as a key liaison between HR, IS, and business stakeholders, requiring strong communication skills to translate technical concepts for non-technical audiences. The role also involves documenting business processes, troubleshooting HRIS issues, and optimizing workflows. While the immediate focus is on reporting and analytics, this role will expand over time to support the modernization of the People Technology stack.

Duties and Responsibilities:

Serves as a liaison between HR, IS, and other business units for reporting, analytics, and data integration needs.

Receives and processes requests for HR data, reports, and dashboards to support HR and leadership decision-making.

Develops and maintains HR dashboards, reports, and workforce analytics using Excel, Tableau, or Power BI.

Ensures data integrity and accuracy by performing audits, troubleshooting inconsistencies, and working with stakeholders to resolve errors.

Support HR service request workflows and ticketing processes within ServiceNow.

Manages and supports HR system integrations with internal and external platforms (e.g., payroll, finance, benefits vendors).

Documents HR business processes, system configurations, and reporting workflows for knowledge sharing and process improvement.

Provides direct administrative and technical support to the HRIS Director.

Assists in optimizing HR technology and automation, working with IS and HR partners.

Ensures compliance with HR data security, privacy, and confidentiality standards.

Performs special projects and other HR technology-related duties as required.

Requirements:

Bachelor's Degree or Equivalent Combination of Education and Experience Required

Minimum 2 to 4 Years in HR Analytics or HR Information Systems

This position operates in a processional office environment within the health system. The role requires occasional travel to other locations within the health system.

Strong HR reporting and dashboard development experience, including Excel (advanced), Tableau, or Power BI

Experience with HR system integrations, including APIs, middleware, or file-based data transfers

Understanding of HR concepts, processes, and compliance requirements (e.g., EEO-1, ACA reporting, benefits, payroll)

Ability to document and improve business processes to ensure efficiency

Strong analytical, organizational, and problem-solving skills, with attention to detail

Excellent verbal and written communication skills, with the ability to translate technical data into actionable insights for non-technical audiences

Experience with ServiceNow (preferred but not required)

Care New England Health System (CNE) and its member institutions, Butler Hospital, Women & Infants Hospital, Kent Hospital, VNA of Care New England, Integra, The Providence Center, and Care New England Medical Group, and our Wellness Center, are trusted organizations fueling the latest advances in medical research, attracting top specialty-trained doctors, and honing renowned services and innovative programs to engage in the important discussions people need to have about their health.

EEOC Statement: Care New England is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

Ethics Statement: Employee conducts himself/herself consistent with the ethical standards of the organization including, but not limited to hospital policy, mission, vision, and values.
Americans with Disability Act Statement: External and internal applicants, as well as position incumbents who become disabled must be able to perform the essential job-specific functions either unaided or with the assistance of a reasonable accommodation, to be determined by the organization on a case-by-case basis.