Today, let’s delve into the intriguing and vital role of an HRIS Analyst – what these professionals do and why this is such a promising career.
To start, let’s briefly define what an HRIS (Human Resources Information System) is – it's a software application (increasingly cloud-based) designed for managing personnel. Essentially, it’s a database of employee and contractor information, equipped with role-based access and an interface for data entry and modifications. Our product, Tribune, falls into this category of software but focuses on managing remote or distributed teams.
With all necessary employee and contractor data at hand, we can automate various processes. Typically, HRIS includes the following modules:
HR Core – This is the central system for storing, updating, and visually displaying employee data. It also includes the company’s organizational structure, employee self-service portals, salary history, and more. This core module is aptly named as it serves as the foundation around which everything else in an HRIS (HRMS) is built.
Vacation Tracker/PTO – This module automates the accrual of different leave policies and allows employees to submit absence requests via their self-service portal.
Performance Review – This module facilitates the evaluation of employee performance.
Payroll – This functionality calculates salaries, taxes, and all necessary deductions for employees.
Onboarding – This module simplifies the process of integrating a new hire into the company, team, and role. Its primary function is to remind participants of the onboarding process about necessary actions, such as having a conversation with a new hire or assigning tasks.
In addition to these core modules, there is a significant aspect of HRIS integration with external services, such as corporate messengers, ERP systems, calendars, and more.
Having understood what an HRIS is, let’s move on to the role of an HRIS Analyst and the objectives associated with this position.
HR processes are structured differently in every company, which is why most enterprise software solutions have complex and extensive configuration options. Interestingly, at Tribune, we’ve managed to avoid this complexity, and our HRIS (HRMS) system is genuinely easy and quick to set up with minimal personnel. However, if you opt for systems like Bamboo HR, Gusto, Rippling, or HiBob, you’ll need someone who can analyze your current HR processes and correctly configure a complex HRIS upon implementation. This is where HR Analysts come in. The term "Analyst" here mainly involves two aspects: analyzing processes to properly configure the HRIS and setting up the analytical module of the HRIS itself.
The analytical module is a separate topic and is closely related to HR metrics. Long story short, most HR systems are overloaded with various reports and dashboards, but hardly any of them provide the specific reports that management and HR actually need. That’s why at Tribune, we created a convenient API that allows you to generate the necessary report or dashboard in any analytical tool, from Power BI to Tableau, in seconds. It’s important to note that HR metrics and the composition of reports are determined by management and the head of HR, while the HRIS Analyst configures the reports and data exports from the HRIS.
Now let’s outline the typical requirements for the role of an HRIS Analyst.
HRIS Analyst
Responsibilities:
HRIS System Administration:
Support and manage the HRIS system, including configuration, updates, and troubleshooting.
Ensure data accuracy and currency within the system.
Monitor system performance and conduct regular quality assurance checks.
Data Analysis and Reporting:
Collect, analyze, and interpret HR data to support business decisions.
Create regular and ad hoc reports on various HR metrics.
Develop and implement data visualization tools to enhance data comprehension and presentation.
User Support:
Train and advise users on HRIS system operation.
Provide prompt support and resolve user issues.
Develop and update documentation and training materials for users.
Process Improvement:
Identify and implement opportunities for HR process automation and improvement.
Participate in projects to integrate the HRIS system with other corporate systems.
Collaborate with IT and other departments to ensure data consistency and integration.
Requirements:
Education and Experience:
Bachelor’s degree in Information Technology, Human Resources, or related fields.
At least 2 years of experience working with HRIS systems (e.g., Tribune, HiBob, Personio, BambooHR, Gusto, Rippling, SAP SuccessFactors).
Experience with databases and programming languages (e.g., SQL) is a plus.
Skills:
Excellent analytical and research skills.
Knowledge of data analysis methods and tools, including Excel, Power BI, or similar.
Ability to work with large volumes of data and attention to detail.
Strong communication and presentation skills.
Ability to work both independently and as part of a team, with a high degree of organization and responsibility.
Personal Qualities:
Attention to detail and a commitment to high-quality work.
Ability to quickly adapt to changes and learn new technologies.
Initiative and proactive problem-solving approach.
High level of professional ethics and confidentiality.
In today’s business landscape, the automation of HR processes plays a crucial role in enhancing efficiency and optimizing resources. However, despite the rapid advancement of technology, it is impossible to automate all HR process scenarios within a single system. This is due to various factors, from the complexity and diversity of HR functions to the unique needs and characteristics of each company. Consequently, the roles of HRIS Analysts will always be in demand, especially in medium and large businesses.
HR processes encompass a wide range of tasks, from recruiting and training to performance management and succession planning. Each of these tasks may require different tools and approaches, making the creation of a universal system extremely challenging. For instance, systems that are ideal for managing employee data and payroll calculations may be less effective for managing employee training and development.
Furthermore, HR processes often depend on human interaction and subjective assessments. Aspects such as company culture, employee motivation, and change management are difficult to fully automate. These tasks require human intervention and flexibility, which modern technology cannot yet provide in full.
In this context, the role of an HRIS Analyst becomes indispensable. These specialists bridge the gap between technology and business needs, tailoring HRIS systems to the specific requirements of the company. They not only administer the systems but also analyze data, identify trends, and provide recommendations for improving HR processes. HRIS Analysts help companies derive maximum benefit from technology, ensuring its efficient use and integration.
The new era of people experience automation:
It is interesting to note that the era of HRIS system development is just beginning. Traditionally, HRIS systems have focused on data management and the automation of routine tasks, such as payroll processing and document management. However, in recent years, there has been a shift towards systems aimed at enhancing employee experience. These systems strive to create a more personalized and engaging experience for employees, supporting them at all stages of their lifecycle within the company.
Tribune - Leader in Employee Experience for Remote Teams:
While traditional office work HRIS leaders in the US remain Gusto, and in Europe HiBob, the leader in employee experience platforms for distributed teams is Tribune. This platform offers a wide range of tools aimed at improving employee interaction, developing corporate culture, and supporting remote work. Tribune allows companies to create a unified space for communication, learning, and development, which is particularly important in the context of growing remote and hybrid work environments.
In conclusion, it is impossible to automate all HR process scenarios within a single system in the modern world, making the roles of HRIS Analysts constantly in demand. These specialists help companies adapt technology to their unique needs, ensuring the effective use and integration of HRIS systems. Meanwhile, the development of HRIS systems is just beginning, and the shift towards platforms focused on enhancing employee experience opens up new opportunities for personnel management. Tribune is a prime example of such a platform, offering solutions that help companies create a more engaging and supportive experience for their employees.
Summary:
The profession of an HRIS Analyst is on the verge of significant evolution, driven by the rapid development of AI technologies and changing business needs. Traditionally, the role of an HRIS Analyst involved administering HRIS systems and managing data. However, today these specialists are becoming strategic partners, actively participating in the transformation of HR processes.
Firstly, HRIS Analysts are increasingly integrated into business decision-making processes, using data analytics to provide insights that help improve employee performance and engagement. They are focusing more on user experience, implementing systems that not only automate routine tasks but also create a personalized experience for employees.
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