The Integrations & Reporting Analyst- HR Systems plays a critical role within the HRIS team, focused on system integrations and reporting solutions across a variety of HR technologies. This includes HCM platforms, applicant tracking systems, payroll, timekeeping/workforce management, and third-party vendors.

This position is responsible for ensuring the seamless flow of HR data between systems, building reliable and insightful reports and dashboards, and supporting cross-functional teams in leveraging data to drive business decisions. The role requires strong technical acumen, attention to detail, and the ability to translate business needs into effective technical solutions.

Responsibilities

Integrations

Design, develop and test initial system-to-system integrations for HR, payroll, ATS, benefits, and timekeeping platforms.

Collaborate with internal stakeholders and external vendors to gather integration requirements and develop data mapping specifications.

Monitor, troubleshoot, and resolve integration issues to ensure timely and accurate data flow.

Partner with the HRIS team and functional area SME’s to help develop integration documentation, schedules and change tracking.

Reporting & Analytics

Create, customize, and manage operational and strategic reports using native reporting tools and external BI platforms (e.g., SQL-based tools, Excel, or dashboards).

Build data views, queries, and dashboards to meet business needs across HR, Finance, and Operations.

Provide ad hoc reporting support and partner with business leaders on workforce analytics.

Technical Support & Documentation

Provide Tier 2/3 support for integration and reporting issues, collaborating with vendors, HRIS or IT as needed.

Document system processes, workflows, data dictionaries, and report logic.

Assist in QA and UAT efforts during system enhancements and releases.

Cross-functional Collaboration

Act as a technical liaison between HR, IT, Finance, and external vendors to ensure alignment of systems and processes.

Contribute to ongoing projects involving system upgrades, process improvements, or implementation of new tools.

Provide end-user support and training on reporting capabilities and data interpretation.

Qualifications

Bachelor’s degree in Computer Science, Information Systems, Human Resources Technology, or related field experience

4+ years of hands-on experience in HRIS or HR technology roles with a focus on integrations and reporting

Strong experience working with major HR technology platforms such as Workday, iCims, WFM and other payroll and benefits platforms

Proficiency in SQL, Excel and experience with BI reporting tools

Familiarity with data integration methods including APIs, SFTP, flat files, etc

Knowledge of data transformation formats such as JSON, XML and CSV

Strong analytical and problem-solving skills

Ability to manage multiple tasks, meet deadlines, and work independently

Excellent communication and collaboration skills across technical and non-technical stakeholders

Ability to translate business requirements into technical solutions and vice versa

Previous experience with automation or scripting is a plus

We are excited to share that the base salary range for this position is $85,000. This position is also eligible for an annual discretionary bonus, targeted at 3%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.

Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.

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)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.

Profit Center

PC-4012