HRIS People Analytics & Compensation Analyst

The HRIS, People Analytics & Compensation Analyst supports the administration of our Human Resources Information System (Dayforce), people data and reporting processes, and compensation programs. This role focuses on executing system configurations, maintaining data integrity, supporting compensation analysis, and delivering accurate and timely insights. Working closely with the Sr. Manager of HRIS & People Analytics and the Director of Compensation, this role plays a key part in ensuring HR data, systems, and compensation practices are aligned, efficient, and enable informed decision-making across the organization.Who You Are:   Required:  Bachelor’s degree in Human Resources, Finance, Data Analytics, Information Systems, or related field — or equivalent experience.  2–4+ years of experience in HRIS, people analytics, compensation, or a related analytical role.  Expert in Excel or other analytical tools.  Strong proficiency in SQL and experience working with data sets.  Experience with HRIS platforms (Dayforce preferred).  Experience with reporting and data visualization tools.  Experience with BI tools (Power BI, Tableau, etc.).  Strong analytical, problem-solving, and organizational skills.  Basic knowledge of HR processes including payroll, recruiting, and benefits  Critical thinking skills, with the ability to proactively identify root causes and drive solutions  Ability to work flexible hours, including evenings and weekends, when business needs dictate.  Preferred:  Experience supporting compensation programs (salary benchmarking, pay cycles, or pay equity analysis).  Familiarity with Dayforce reporting tools (Data API, Payroll/HR modules, Dayforce Insights).  Experience working with cross-functional teams including Finance   What You’ll Do:  HRIS Administration & Data Support Support the administration, maintenance, and optimization of Dayforce and related HR systems. Assist in maintaining data structures, system configurations, and workflows aligned with business processes. Support data integrity through audits, validation processes, root cause identification issue resolution. Execute routine system activities including data loads, updates, and system maintenance. Support HRIS data governance, security roles, and audit compliance processes. Support user acceptance testing (UAT) for system updates and enhancements. Assist in maintaining integrations between Dayforce and other internal/external systems. Partner with IT and vendors to troubleshoot system and data issues. People Analytics & Reporting  Support the development and maintenance of dashboards, reports, and visualizations using BI tools. Create recurring and ad hoc reports across HR functional areas including headcount, turnover, recruiting, and workforce planning. Assist with data preparation, validation, and transformation for reporting and analysis. Contribute to data-driven insights that support HR operations and compensation decisions. Collaborate with People Business Partners to support data hygiene and reporting needs. Compensation Analysis & Administration  Support the administration of compensation programs including salary structures, job levels, and pay practices.  Assist in market pricing roles and maintaining compensation benchmarking data  Support compensation cycle activities (e.g., merit increases, promotions, bonus planning) including data preparation, validation, and reporting.  Support analysis on pay equity, internal equity, and compensation trends, and provide insights to support decision-making.  Maintain compensation data within HRIS and ensure alignment with reporting and analytics.  Partner with HR and Finance to ensure accurate compensation-related data and reporting.  Collaboration & Continuous Improvement  Partner with People & Culture, Finance, and IT stakeholders to support process improvements. Assist in translating business needs into system or reporting requirements Maintain documentation, SOPs, and contribute to HRIS and compensation process documentation. Support training efforts and documentation for HR systems and compensation processes. Job Specific Competencies (Knowledge, Skills, and Attributes Analytical Thinker: Able to interpret data and identify trends across HR and compensation datasets. Detail-Oriented: Maintains high standards for data accuracy and integrity. Systems & Data Understanding: Comfortable working with HR systems and relational data. Collaborative Partner: Works effectively across HR, Finance, and IT teams. Process-Oriented: Focused on consistency, documentation, and scalable practices.