Overview:
Seeking a new career challenge? Then Woolpert is seeking you! Woolpert is hiring an Enterprise HRIS Analyst to join our dynamic Human Resources team. This position reports to the Senior Manager of HR Technology and is responsible for ensuring the integrity, consistency, and usability of HR data across systems. This role manages data audits, validates and integrates data from multiple sources, and supports global compliance standards. Acting as a key support resource, the analyst troubleshoots system issues, guides users through HR tools, and identifies opportunities for process and system improvements. Additionally, the role develops and maintains documentation for HR workflows, data dependencies, and system processes to support training, upgrades, and cross-functional initiatives.
We are unable to provide visa sponsorship for this position. Applicants must already possess work authorization in the country the job is located.

MINIMUM REQUIREMENTS

• Bachelor’s degree
• 3 years of experience working with HR information systems from a backend technical perspective
• Proficiency with enterprise HR systems
• Intermediate Microsoft Excel skills
• Attention to detail
• Solution-oriented, growth mindset, strong problem-solving skills
• Receptiveness to feedback
• Strong interpersonal and communication skills, with the ability to communicate in a clear and direct manner and collaborate effectively with stakeholders at all levels

PREFERRED SKILLS AND ABILITIES

• Master’s degree
• 5 years of technical experience in implementing and optimizing Dayforce
• Experience working on acquisition integrations and implementation of HR technology systems across multiple countries
• SQL working knowledge
• Advanced Microsoft Excel skills
• Understanding of system configurations, workflows, and business rules within Dayforce
  Qualifications:

WHY WOOLPERT?

Woolpert is looking for supportive, goal-oriented, and career-minded individuals who are, or are looking to become, industry leaders in their fields. We blend design excellence with innovative technology and geospatial applications to deliver exceptional value to our clients. When you join us, you’ll join a team of experts who are passionate about their work and dedicated to building the next generation of industry leaders. Woolpert embraces progress and innovation, creating limitless opportunities for your career growth.
Our vision: http://woolpert.com/about-us/
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

• HR Data Ownership:
• Create and manage data audits to ensure integrity and accuracy across all HR systems.
• Validate HR data regularly to maintain consistency and global compliance with internal standards and external regulations.
• Import and integrate data from various sources into HR systems, ensuring proper formatting and alignment with system requirements.
• Maintain HR data by performing routine checks, updates, and corrections to support reliable reporting and analytics.
• Perform regular audits, identifying and correcting data discrepancies to maintain high standards of data integrity.
• HR System Support:
• Serve as primary point of contact for employee inquiries related to HR systems, providing timely and accurate support.
• Troubleshoot system access issues, data discrepancies, and functionality concerns, escalating as needed.
• Provide guidance and training to employees on how to navigate HR systems, including self-service tools and workflows.
• Monitor support trends to identify recurring issues and recommend system enhancements or process improvements.
• Process Documentation:
• Develop and maintain clear, user-friendly documentation for HR system processes, workflows, and data handling procedures.
• Create and update process maps and guides to support training, troubleshooting, and continuous improvement efforts.
• Build and maintain dependency matrices to track data throughout Dayforce and relationships between HR systems, data sources and business processes.
• Use documentation to support change management, system upgrades, and cross-functional alignment.