The posting
The Sr. Human Resources Information Systems (HRIS) Analyst serves as the lead HR technology architect and governance resource for the People Services function, translating business strategy into a scalable technology roadmap across Total Rewards, People Services, Payroll, and Talent Acquisition. The role establishes standards, leads complex cross-functional initiatives, enables responsible AI adoption, and provides technical leadership to the HRIS Analyst II without direct supervisory responsibility.The Sr. HRIS Analyst plays a critical role in the design, optimization, administration and maintenance of our Human Resources software/applications/solutions including our Human Resources Information System (HRIS) to ensure they align and support strategic HR initiatives and operational excellence. This role is responsible for system configuration, data integrity, reporting and process improvement across HR functions. The ideal candidate will have experience in credit union or financial services environments and a strong understanding of compliance, data privacy, and workforce analytics. Responsibilities:
Serve as the subject matter expert and primary administrator for the Human Resources software/applications/solutions, including the HRIS platform). Responsible for architecture design, product roadmap, configuration standards as well as reviewing, administering and ensuring Data Integrity across all People Services systems and applications. Provide guidance to People Services, leaders, and end-users. Provides guidance and mentorship to HRIS Analyst II. Handles escalated and complex trouble shooting. Delivers high-quality service, timely issue resolution, and support to internal stakeholders. Maintain, and enhance Human Resources software/applications/solutions including workflows, security access and user roles, dashboards, and automated processes to support evolving business needs. Accurately enters and updates employee data in the HRIS system, ensuring compliance with internal policies, enterprise-level data governance, compliance and security. Perform complex data validation, testing, audits, and troubleshooting. Maintain and audit HRIS data for accuracy, consistency, and compliance with internal policies and regulatory requirements. Ensure compliance with data privacy regulations and internal security protocols. Establish risk-based controls and monitoring for sensitive employee and candidate data, including access, data quality, retention, auditability, vendor handling, and appropriate human review of AI-enabled outputs; coordinate remediation of material issues. Define enterprise People Services reporting standards, data definitions, metric governance, and quality controls. Deliver decision-ready insights for workforce planning, talent acquisition, service delivery, compliance, and organizational growth while preventing inconsistent or unsupported interpretations. Lead and support complex, People Services or enterprise-impacting implementations, integrations, acquisitions or workforce transitions, and major releases from business case and requirements through testing, change readiness, deployment, stabilization, control validation, and benefits realization. Lead or support Human Resources software/applications/solutions -related projects, including upgrades, integrations, and new implementations. Collaborate with IT, People Services and other departments to align system functionality with business processes. Provide end-user training and support to PS staff, managers, and employees. Continuous learning related to Human Resources software/applications/solutions and HR knowledge through participation in user groups, webcasts, training, etc. to ensure best practices and to keep up to date on current trends. This includes AI solutions and system/solution updates. Makes recommendations and advises on system impacts to ensure alignment between processes and system capabilities. Lead the People Services AI enablement workstream by maintaining an approved use-case portfolio, evaluating solution fit and risk, defining testing and human-oversight requirements, monitoring effectiveness and unintended outcomes, and advising leaders on responsible deployment. Identify opportunities, shares best practices and make recommendations to streamline PS processes and workflows using system capabilities. Create a sustainable operating model through intake and prioritization standards, reusable documentation, release calendars, service measures, knowledge transfer, and coaching of the HRIS Analyst; assign work and provide technical direction while escalating resource constraints to the AVP People Services. Supports and participates in continuous improvement activities. Represents the Credit Union in a positive and professional manner. Maintains member, team members and other sensitive information with confidentiality. Treats co-workers and members with respect. Other duties as assigned. Provide back-up support for essential HRIS Analyst II responsibilities and design cross-training and continuity procedures for critical People Services technology processes.
Minimum Qualifications:
6 + years’ experience within a medium to large multi-state organization, designing, supporting and implementing full suite or multi-module HRIS Systems and other Human Resources software/applications/solutions (specifically, Payroll, Benefits, Time and Attendance, Recruiting, Performance, Compensation, Analytics, Learning, etc.) to support all aspects of People Services Operations.
Inclusive of:At least 2 years experience leading and managing system implementation projects.At least 1 year experience integrating human resource related AI solutions
Demonstrated experience owning an HR technology roadmap, governing integrations and releases, leading enterprise-scale cross-functional initiatives, and establishing reporting, data, security, or AI controls within a complex multi-state organization. Advanced understanding of HRIS systems, integrations with other systems, vendors, system utilization, infrastructure design, modification, enhancements and the knowledge as it applies to HR Operations. Deep knowledge and understanding of all HR disciplines and programs, as well as governance and enablement of AI solutions. Advanced knowledge of HR technology architecture, integration and API concepts, identity and access management, data governance, privacy, audit controls, vendor risk, change governance, analytics governance, and responsible AI principles for employment-related use cases. Strong Analytical Skills: Advanced reporting; works with large amounts of data, facts and figures to determine outcomes and results. Able to align system strategy with business strategy Excellent Communication Skills: Able to present findings and translate data into understandable ways and make effective recommendations. Critical Thinking: Able to synthesize data and determine business outcomes. Attention to Detail: All data must have integrity and be precise. Advanced skills in project management, process workflows, and ability to build and implement projects and proposals. Ability to develop technology roadmaps and business cases, facilitate governance decisions, translate legal and operational requirements into system controls, influence across functions without direct authority, coach technical staff, measure adoption, risk reduction, service performance, and realized value. Exceptional organizational, follow up, prioritization and negotiation skills. Ability to manage multiple projects and adapt to a fast-paced, change-driven environment Highly proficient in HRIS/AT systems and cloud or web-based applications Advanced Excel Skills, including strong understanding of MS Word, PowerPoint. Microsoft Office Suite.
Preferred Qualifications:
At least 4 years recent (within last 5 years) Ceridian/Dayforce experience designing and implementing various modules of HRIS system (Payroll, Time & Attendance, Learning, Performance, Benefits, Compensation, Recruiting, Analytics, etc.) 3 years HRIS and/or human resource experience within a financial institution Experience enabling recruiting technology and talent acquisition analytics; experience supporting mergers, acquisitions, conversions, or other significant workforce integration
Education:
Bachelor’s degree in HR, Business Administration, Information Systems or related field, or equivalent.
Certification:
HRIS Certification
Website: nuvisionfederal.com/careers Pay scale by applicable geographic work location:
Alaska: Min $91,809.34 - Mid $114,761.67 - Max $137,714.01 Arizona: Min $80,942.11 - Mid $101,177.64 - Max $121,413.16 Nevada: Min $82,815.77 - Mid $103,519.71 - Max $124,223.65 Southern California: Min $91,809.34 - Mid $114,761.67 - Max $137,714.01 Texas: Min $79,443.18 - Mid $99,303.98 - Max $119,164.77
The base pay actually offered will take into account internal equity and also may vary depending on the candidate’s geographic region, job-related knowledge, skills, and experience among other factors. Benefits:
Medical Dental Vision Life Insurance Flexible Spending Account 401(k) Matching Paid Time Off Training Provided Tuition Reimbursement
California Employee Privacy Notice: https://nuvisionfederal.com/disclosures/ccpa/
