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HRIS Analyst
Location: Livermore, CA (Onsite)
Direct Hire - FTE
Salary: $75k+ dependent on experience
The Sr. HRIS Analyst will manage and maintain the Human Capital Management (HCM) SAP SuccessFactors ensuring its optimal functionality and alignment with business goals. This role is responsible for ensuring data integrity, testing system changes, report writing and analyzing data flows for process improvement opportunities, supporting HCM upgrades, patches, testing and other technical projects. As a member of the human resources team, you may be given other assignments to support the department unrelated to the HCM system.
This is a hybrid role in the Livermore CA office and reports for the Director, HR Operations and Total Rewards.
BASIC QUALIFICATIONS
Bachelor's degree in Computer Science, Human Resources, Business or related field and/or equivalent work experience
Minimum 5 years of HRIS experience and strong expertise in SAP SuccessFactors (required)
Hands-on configuration experience with SuccessFactors EC Payroll, Employee Central, Recruitment, and Onboarding
Have experience with UKG Time and Attendance is a plus
Responsibilities
- Configure, maintain, and optimize SAP SuccessFactors including Employee Central, Employee Central Payroll, Recruitment, Onboarding and serve as backup for other SuccessFactors modules such as Compensation, Performance Management, Succession Planning/Development, and Learning Management
- Support Workforce Analytics and reporting capabilities to enable data-driven HR decisions
- Partner with HR stakeholders to gather requirements, conduct gap analysis, and translate needs into scalable system solutions
- Design and support business processes, workflows, and business rules across talent-related modules
- Lead or support implementation and enhancement of new modules and features
- Manage system testing activities including unit testing, UAT coordination, and regression testing
- Support biannual SuccessFactors releases, including impact analysis and implementation of enhancements
- Ensure data integrity through audits, validation processes, and governance best practices
- Develop and maintain documentation, standard operating procedures, and training materials
- Partner with IT and external vendors to support integrations between SuccessFactors and downstream systems (e.g., payroll, benefits, finance)
- Analyze and troubleshoot integration issues, data discrepancies, and system errors
- Support data migration activities including data validation, imports, and transformation
- Utilize knowledge of APIs, OData, middleware platforms (e.g., SAP CPI, Boomi), and data structures to support system connectivity
- Collaborate on integration design and ensure alignment with system architecture and business requirement
- Design and develop reports, dashboards, and analytics to support HR and business decision-making
- Leverage SuccessFactors reporting tools and advanced Excel to analyze workforce trends and metrics
- Act as a liaison between HR, IT, and business teams to ensure alignment and effective system utilization
- Provide end-user support and training to enhance system adoption and user experience
- Lead or support HR technology projects and continuous improvement initiatives
- Support other HR activities as needed within the HR department
Customization in an HRIS (Human Resources Information System) allows companies to shape the software to match their specific policies, workflows, and internal structures.
Core Responsibilities Customization:
- System Ownership & Configuration: Manage system settings, security roles, business processes, and core HCM, payroll, and benefits configurations
- Integrations & Data Governance: Oversee data streams, system APIs, EIBs (Enterprise Interface Builders), and data integrity controls to ensure compliance and privacy
- Advanced Reporting & Analytics: Build custom reports, dashboards, and calculated fields using tools like Power BI, Tableau, or advanced Excel
- Automation & AI Enablement: Lead initiatives to streamline manual workflows, deploy AI-driven HR features, and optimize the employee lifecycle (onboarding, offboarding, and talent management)
- Cross-Functional Collaboration: Partner with HR, IT, Finance, and external vendors to troubleshoot platform issues and execute system upgrades
Effective platform customization typically happens across three main areas:
- Data Customization: Track custom fields beyond standard names and addresses (such as professional licenses, equipment sizes, or certification expiration dates with automated alerts)
- Workflow and Process Customization: Build multi-step approval chains for events like leave requests, time-off, onboarding, or multi-round hiring sequences
- Access and Security Controls: Set up role-based access to limit what regular staff, managers, and HR generalists can view or edit
Key Areas You Can Tailor
- Payroll and Compensation Rules: Configure rules for overtime calculations, shift differentials, regional tax codes, or performance-based bonuses
- Branding and Interface: Tailor dashboards, portal layouts, company logos, and color themes
- Automated Notifications: Set up triggers for work anniversaries, probation end dates, FMLA/COBRA tracking, or training renewal
All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, and San Francisco Fair Chance Ordinance.
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