HRIS Analyst

Panelmatic, Inc. was founded in 1957 in Youngstown, OH to serve manufacturing industries with the design and build of custom electrical, instrument, and pneumatic control panels. Our business has sufficiently grown over the years to support expansion for our clients. We have produced control packages for many of America's top corporations in the chemical, environmental, food, pulp and paper, rubber, petroleum, pharmaceutical, glass, metals, and utilities industries. We also deliver equipment for use worldwide. Our rigorous methodology assures compliance with domestic and international standards. We can meet the needs of our diverse clientele from start to finish through sales, design, fabrication, testing, and delivery.

Since 1957, we have been known for our high-quality, custom-built control packages, our comprehensive service, and our technological and manufacturing expertise. This expertise assures you of our ability to handle the largest and most complex packages quickly and efficiently.

Panelmatic, Inc. is seeking an experienced HRIS Analyst to be the single accountable owner for HRIS data entry and data integrity. This role will be responsible for making the system of record trustworthy, the hands-on administrator who keeps the system and its feeds to payroll and Finance running day to day. It is the doer behind the Payroll Manager's process and the data caretaker that will make a future HRIS implementation a data cleanup rather than a data rescue. This role will create discipline within the system that will hold up at two to three times the current headcount. With a system transition on the horizon, this is a builder role as much as an operator role.

Panelmatic's employee data lives in more than one place with no single source of truth, and payroll, benefits, reporting, and the coming HRIS transition all depend on data that is entered right the first time.

• Own HRIS data entry end to end as the single accountable owner: employee records across the full lifecycle: new hire setup, status and org changes, pay and deduction changes (entered only with documented manager/HR approval), transfers, and terminations — accurate and on time every cycle.
• Define and run the process for who updates what in the HRIS and when, including documentation and SOPs for the HR team, recruiters, and managers who touch employee data.
• Own data integrity: a standing audit schedule, validation rules, and exception reporting, plus reconciliation between the HRIS, timekeeping, payroll, ATS, and Finance so discrepancies are caught and fixed at the source — before they reach a paycheck or a close.
• Day-to-day system administration: security roles and access, workflows, configuration within defined standards, integration and file feeds (timekeeping to payroll, benefits to carriers), and coordination with HRIS vendor – Paylocity for support and release management.
• Keep the system current as the single source of truth: org structure, locations, and pay/bonus structures as defined, alongside system documentation.
• Serve as the HRIS point of contact for HR, managers, and other teams: troubleshooting, ticket resolution, and training on data entry and reporting.
• Build and maintain the core HR and payroll data reporting package — headcount, turnover, labor cost, and data exceptions — so leadership sees consistent numbers from a consistent source, on a defined cadence.
• Support Finance and Payroll reporting needs and ad hoc requests with documented definitions and clean, validated data.
• Support HRIS selection and implementation on the data side: data cleanup, mapping, migration, validation and parallel testing of migrated data, and post-go-live stabilization.
• Support the future PEO transition, when it is scheduled, from a data standpoint: data mapping, feed cutover, and continuity of employee records.
• Partner with [HR Operations consultant / project lead] on data standards and readiness.
• Partner with HR Operations leadership on implementation planning and standards.

• 2-3+ years of hands-on HRIS administration or data management experience to include configuration, security, reporting, and data maintenance (not just data entry in a spreadsheet).

• Demonstrated accountability for data accuracy: running audits, reconciliations, and exception management.
• Strong Excel skills and comfort reconciling across systems.
• Meticulous attention to detail and follow-through; the habit of writing things down (SOPs, documentation).
• Discretion with confidential compensation and employee data.

• Experience through an HRIS implementation or data migration.
• Experience with timekeeping systems and payroll data feeds.
• Experience working where payroll runs partly in-house and partly through a PEO.
• HRIP or comparable HRIS/data certification, or interest in pursuing one.
• Manufacturing, construction, industrial, or other hourly-heavy, multi-site environment.
• Experience through an HRIS implementation or payroll system conversion.
• Detail-obsessed with follow-through; nothing falls through the cracks.
• Comfortable being the accountable owner in a data environment that has been messy and undocumented; you build the process as you go.
• Service-oriented: you respond to HR and manager requests promptly and explain data rules in plain language.