Sr HRIS Analyst

Arthur J. Gallagher · McLean · $69,000–$153,800 (stated in the posting)

Overview

PenFed is hiring a (Hybrid) Sr HRIS Analyst at our Tysons, Virginia location. This positon will lead HRIS functions including evaluating, analyzing and maintaining the Human Capital Management (HCM) applications across the employee life cycle, to include overseeing data management policies and procedures. Leads and coordinates HRIS projects, the automation of Human Resources programs and the design and production of ad-hoc and scheduled reports. Also serves as the technical point-of-contact for assigned functional areas and assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. The Sr HRIS Analyst also supports HCM upgrades, patches, testing and other technical projects as assigned.

Responsibilities

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This is not intended to be an all-inclusive list of job duties and the position will perform other duties as assigned.

Lead HRIS support for various HCM applications and related modules, including configuration analysis, testing, release readiness, post-production stabilization, and ongoing system optimization.
Serve as a senior HRIS subject matter expert and trusted advisor to HR stakeholders, translating business needs into scalable system solutions, functional requirements, test scenarios, and process documentation.
Lead or support cross-functional HR technology projects, including requirements gathering, solution design, stakeholder coordination, testing, implementation planning, communications, and post-implementation support.
Partner with HR, IT, Payroll, Benefits, Talent Acquisition, Finance, and external vendors to support system integrations, file feeds, APIs, EIBs, data exchanges, testing, troubleshooting, and ongoing interface monitoring.
Lead and support Identity & Access Management (IAM) implementation and maintenance of Single Sign-On for HR applications
Partner with IT and Governance teams to manage software reconciliation updates for HR applications
Lead and support HRIS data governance practices, including data standards, validation routines, audit controls, exception reporting, access reviews, and ongoing data quality monitoring.
Create, maintain, and validate routine reports using HCM application reporting tools, SQL-based tools, or other approved reporting platforms.
Analyze HR processes, data flows, user pain points, and system issues to recommend improvements that increase accuracy, efficiency, compliance, scalability, and user experience.
Identify, evaluate, and implement appropriate automation opportunities using approved tools such as Power Automate, Copilot, EIBs, workflow enhancements, scheduled reporting, or other governed technology solutions.
Support HR compliance reporting, internal audits, and regulatory requirements, including EEO-1, Affirmative Action Plan support, labor reporting, retirement plan nondiscrimination testing, and other required workforce reporting as needed.
Administer or support HRIS security roles, permissions, and access controls in alignment with internal policy, least-privilege principles, segregation of duties, and audit requirements.
Develop and maintain HRIS process documentation, job aids, test plans, training materials, knowledge articles, and user guidance to support adoption, consistency, and operational continuity.
Supervise, coach, provide work direction, and review the work of junior HRIS staff or project team members as needed.
Ensure accurate job, position, employee, organizational, department, career level, FLSA, supervisory, and reporting structure data within HR systems.
Support business continuity for critical HRIS processes by monitoring production issues, coordinating escalations, documenting contingency processes, and driving timely resolution of system-impacting risks.

*This role is responsible for ensuring business continuity.*

Qualifications

Equivalent combination of education and experience is considered.

Bachelor’s Degree in Human Resources, Information Systems, Business or related field preferred. Minimum of three (5) year of experience, eight (8) years’ of experience preferred in related functions.
Five (5) years of experience in HRIS/HCM systems, with experience using enterprise resource planning solutions such as Workday, PeopleSoft, Oracle, iCIMS, etc.
Three (3) years of experience working with relational database applications, writing SQL queries/reports, and analyzing or reporting data.
Two (2) years’ Workday or PeopleSoft HCM 9.2 or experience preferred.
Experience in using A.I. tools preferred.

Supervisory Responsibility

This position will not supervise employees.

Licenses and Certifications

PHR, SHRM-CP, or HRIP certification strongly preferred.
Workday certification preferred.

Work Environment

While performing the duties of this job, the employee is regularly exposed to an indoor office setting with moderate noise.

*Most roles require working in an office setting with moderate noise and the ability to lift 25 pounds.*

Travel

Ability to travel to various worksites and be on-call may be required.

Pay Transparency
The anticipated starting salary range for this role is $69,000.00 - $153,800.00
This position is eligible for an organizational performance based annual bonus, subject to board discretion and approval.
This position is eligible for an individual performance based annual bonus.

#LI-Hybrid

Lead HRIS support for various HCM applications and related modules, including configuration analysis, testing, release readiness, post-production stabilization, and ongoing system optimization.
Serve as a senior HRIS subject matter expert and trusted advisor to HR stakeholders, translating business needs into scalable system solutions, functional requirements, test scenarios, and process documentation.
Lead or support cross-functional HR technology projects, including requirements gathering, solution design, stakeholder coordination, testing, implementation planning, communications, and post-implementation support.
Partner with HR, IT, Payroll, Benefits, Talent Acquisition, Finance, and external vendors to support system integrations, file feeds, APIs, EIBs, data exchanges, testing, troubleshooting, and ongoing interface monitoring.
Lead and support Identity & Access Management (IAM) implementation and maintenance of Single Sign-On for HR applications
Partner with IT and Governance teams to manage software reconciliation updates for HR applications
Lead and support HRIS data governance practices, including data standards, validation routines, audit controls, exception reporting, access reviews, and ongoing data quality monitoring.
Create, maintain, and validate routine reports using HCM application reporting tools, SQL-based tools, or other approved reporting platforms.
Analyze HR processes, data flows, user pain points, and system issues to recommend improvements that increase accuracy, efficiency, compliance, scalability, and user experience.
Identify, evaluate, and implement appropriate automation opportunities using approved tools such as Power Automate, Copilot, EIBs, workflow enhancements, scheduled reporting, or other governed technology solutions.
Support HR compliance reporting, internal audits, and regulatory requirements, including EEO-1, Affirmative Action Plan support, labor reporting, retirement plan nondiscrimination testing, and other required workforce reporting as needed.
Administer or support HRIS security roles, permissions, and access controls in alignment with internal policy, least-privilege principles, segregation of duties, and audit requirements.
Develop and maintain HRIS process documentation, job aids, test plans, training materials, knowledge articles, and user guidance to support adoption, consistency, and operational continuity.
Supervise, coach, provide work direction, and review the work of junior HRIS staff or project team members as needed.
Ensure accurate job, position, employee, organizational, department, career level, FLSA, supervisory, and reporting structure data within HR systems.
Support business continuity for critical HRIS processes by monitoring production issues, coordinating escalations, documenting contingency processes, and driving timely resolution of system-impacting risks.