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Entry Level Hris Analyst Jobs in Washington (NOW HIRING)

The HR Source

HR Analyst

Bethesda, MD · On-site

Navigate and utilize HRIS platforms (ADP Workforce Now and Workday) to generate compliance reports, populate missing fields, review records, and manage employee data accurately. Onboarding & Support:

Scorpion Therapeutics

HR Associate

Washington, DC · On-site

$60 - $80/hr

Proficiency with HRIS systems a plus. * Team player with a high sense of urgency and motivation. * Sound interpersonal, communication, organization, and analytic skills. * High proficiency with MS ...

ROCS

Entry Level HR Generalist

Reston, VA

$24 - $26/hr

Generate HR reports and run system queries as requested by management * Maintain knowledge of HR ... Great entry level opportunity to build a career in Human Resources * Hands on training and ...

J29 Inc.

HR Generalist

Millersville, MD · On-site +1

$40K - $50K/yr

... * Process employee status changes, promotions, transfers, compensation changes, and terminations. * Generate reports and assist with HR data tracking and analysis. * Conduct periodic audits to ensure ...

Vanda Pharmaceuticals

HR Associate

Washington, DC · On-site

Proficiency with HRIS systems a plus. * Team player with a high sense of urgency and motivation. * Must have sound interpersonal, communication, organization and analytic skills. * High proficiency ...

Groundswell Corporation

Human Resources Analyst

Mclean, VA · On-site

$60 - $80/hr

We are seeking a driven, detail‑oriented HR Analyst to provide administrative and operational ... Experience with Workday or another HRIS. * Experience with a learning management system (LMS), HR ...

Rivet

Junior HR Specialist

Washington, DC · On-site

$70K - $77K/yr

... entry-level HR coding and standard data entry tasks • Supporting desk audits under supervision ... and HRIS systems • Effective communication and customer service skills Security Clearance:

Rivet

Junior HR Specialist

Washington, DC · On-site

$70K - $77K/yr

... entry-level HR coding and standard data entry tasks • Supporting desk audits under supervision ... and HRIS systems • Effective communication and customer service skills Security Clearance:

Rivet

Junior HR Specialist

Washington, DC · On-site

$70K - $77K/yr

... entry-level HR coding and standard data entry tasks Supporting desk audits under supervision ... HRIS systems Effective communication and customer service skills Security Clearance:Position ...

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Entry Level Hris Analyst information

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How much do entry level hris analyst jobs pay per hour?

As of Sep 8, 2026, the average hourly pay for entry level hris analyst in Washington is $43.75, according to ZipRecruiter salary data. Most workers in this role earn between $29.42 and $54.71 per hour, depending on experience, location, and employer.

What is an entry level HRIS analyst?

An Entry Level HRIS Analyst is a professional who assists with managing and maintaining Human Resource Information Systems (HRIS) within an organization. Their responsibilities typically include data entry, report generation, system troubleshooting, and supporting HR staff with system-related issues. They also help ensure data accuracy and integrity, and may assist with system upgrades or implementations. This role serves as a starting point for careers in HR technology and analytics.

What are the key skills and qualifications needed to thrive as an entry level HRIS analyst?

To thrive as an Entry Level HRIS Analyst, you need a foundational understanding of human resources processes, data management, and a bachelor's degree in HR, IT, or a related field. Familiarity with HRIS platforms like Workday, SAP SuccessFactors, or ADP, as well as proficiency in Excel and basic data analysis, is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you interpret data and collaborate with HR teams. These skills ensure accurate HR data management, support organizational decision-making, and drive process improvements.

What are some common challenges faced by entry level HRIS analysts, and how can they be overcome?

Entry-level HRIS Analysts often encounter challenges such as learning new HRIS platforms, managing large volumes of employee data, and ensuring data accuracy. Adapting to frequent system updates and understanding complex HR processes can also be daunting. These challenges can be overcome by seeking mentorship from experienced colleagues, participating in training sessions, and proactively communicating with both HR and IT teams to clarify requirements. Embracing continuous learning and leveraging available documentation or user communities can also significantly ease the transition into the role.

What is the difference between Entry Level Hris Analyst vs HR Coordinator?

AspectEntry Level Hris AnalystHR Coordinator
Required CredentialsBachelor's in HR, Business, or related field; familiarity with HRIS systemsBachelor's in HR, Business, or related field; HR certifications optional
Work EnvironmentOffice setting, working with HRIS software and data analysisOffice setting, handling employee relations and administrative tasks
Employer & Industry UsageUsed across industries for HR data management and system implementationCommon in corporate HR departments for employee support and record-keeping

The Entry Level Hris Analyst primarily focuses on managing HR information systems and data analysis, while the HR Coordinator handles broader HR administrative tasks and employee relations. Both roles often require similar educational backgrounds but differ in daily responsibilities and focus areas.

Do entry level HRIS analysts need coding skills?

Entry level HRIS analysts typically do not need advanced coding skills, but familiarity with basic scripting or data query languages like SQL can be beneficial for data management and reporting tasks. Most roles focus on system configuration, data entry, and troubleshooting within HRIS platforms, with coding skills being a plus rather than a requirement.

How to get into an Entry Level HRIS Analyst?

To become an entry-level HRIS analyst, candidates typically need a bachelor's degree in human resources, information systems, or a related field. Gaining experience with HRIS software such as Workday or SAP, developing skills in data analysis and reporting, and obtaining certifications like the HRIP or HRIS-specific credentials can improve job prospects.

What are the most commonly searched types of Hris Analyst jobs in Washington?

The most popular types of Hris Analyst jobs in Washington are:

What are popular job titles related to Entry Level Hris Analyst jobs in Washington?

For Entry Level Hris Analyst jobs in Washington, the most frequently searched job titles are:

What job categories do people searching Entry Level Hris Analyst jobs in Washington look for?

The top searched job categories for Entry Level Hris Analyst jobs in Washington are:

What cities in Washington are hiring for Entry Level Hris Analyst jobs?

Cities in Washington with the most Entry Level Hris Analyst job openings:

Entry Level Hris Analyst jobs near you
Infographic showing various Entry Level Hris Analyst job openings in Washington as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $91,004 per year, or $43.8 per hour.

HUMAN RESOURCES SPECIALIST (INFORMATION SYSTEMS)

US Department of the Air Force

Quantico, VA • On-site

$121K/yr

Part-time

Posted 6 days ago

Job description

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information.
The primary purpose of this position is: To serve as the command military and civilian information systems analyst and
administrator/expert technical authority on MilPDS, DCPDS, and all other DoD/AF related human resources applications
impacting military and civilian personnel.Qualifications:In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, GS-0201 Series.
SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes knowledge and application of HR principles and concepts and reengineering efforts sufficient to: develop approaches to interpret and implement policies, procedures, and strategies governing the planning and delivery of large scale HR information system(s) services; lead and/or function as an expert for the HR information system(s) on agency reengineering teams, requirements analysis teams, or implementation and conversion teams; and develop operational plans for the development, deployment, enhancement, maintenance, and future development of the HR information system(s).
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible. One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.
KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:
  1. Knowledge of automated data processing functions, techniques, and capabilities including relational database
    principles, Structured Query Language (SQL), and microcomputer operations. Requires specific knowledge of
    Discoverer or OBIEE, DCPDS, MILPDS, Discoverer, Excel and Access.
  2. Ability to process data systems requests, analyze Air Force system data, design and develop computer-based
    databases, and provide management with timely analysis on personnel programs and issues.
  3. Knowledge and skill to gather, assemble, and analyze facts, draw conclusions, devise solutions to problems,
    identify changes and trends, and use analytical and evaluative methods to accurately assess information and make
    sound decisions.
  4. Skill in performing special assignments and projects (briefings, studies, reports, etc.)
  5. Ability to manage programs in compliance with applicable military personnel directives.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.
VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment.You will receive credit for all qualifying experience, including volunteer experience.Education:********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS********************
ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a "certification" memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty. Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following:
  • Name/Rank/Grade of Service Member
  • Branch of Armed Forces
  • Dates of Active Service (Start and End Date(s)
  • Expected Date of Discharge/Release from Active Duty
  • Terminal leave start date (if applicable)
  • Expected character of service (honorable or general) and type of separation (i.e. separation or retirement)
  • Must be certified within 120 days of anticipated discharge
  • Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander.
Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receiptEmployment Type: OTHER

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