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Hris Analyst Jobs in Springfield, IL (NOW HIRING)

Springfield Clinic

HR Business Partner

Springfield, IL · On-site

$74K - $111K/yr

Conduct various data analyses and compile into meaningful information and recommendations. Ensure ... that systems-related activities are delivered timely and accurately. * Counsel SC leaders on ...

IMA Financial Group

Client Associate - 2

Springfield, IL · On-site

$50K - $65K/yr

Serves as a technical resource for HRIS and enrollment platforms, benefits communications, surveys ... Supports entry-level financial analysis, claims & utilization reporting, and renewal preparation.

New

U.S. Navy

HUMAN RESOURCES MANAGER

Springfield, IL · On-site

... in Human Resources, starting as a Personnel Specialist is guaranteed to open doors for you as you ... Managing your duty station's Career Information Program * Maintaining and entering data into ...

INB, N.A.

Payroll & Benefits Clerk

Springfield, IL

Ensures the accuracy of all benefits enrollments in the HRIS to provide vendors with accurate eligibility information. * Performs quality checks of benefits-related data. * Assists with semi-monthly ...

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Showing results 21-40

All JobsHris Analyst JobsHris Analyst Jobs in Springfield, IL

Hris Analyst information

See Springfield, IL salary details

$43.1K

$89.5K

$140.7K

How much do hris analyst jobs pay per year?

As of Aug 15, 2026, the average yearly pay for hris analyst in Springfield, IL is $89,466.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,900.00 and $106,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an HRIS analyst, and why are they important?

To thrive as an HRIS Analyst, you need strong analytical abilities, a background in human resources or information systems, and often a bachelor's degree in a related field. Familiarity with HRIS platforms like Workday, SAP SuccessFactors, or Oracle HCM, as well as proficiency in data analysis tools and report generation, is typically required. Excellent problem-solving, attention to detail, and effective communication skills help in collaborating with HR teams and interpreting data insights. These skills ensure accurate HR data management, enable informed decision-making, and support efficient HR operations within an organization.

What are some common challenges HRIS analysts face when implementing new HR systems?

HRIS Analysts often encounter challenges such as managing data migration from legacy systems, ensuring data accuracy, and customizing the new platform to fit organizational needs. They must also work closely with HR teams and IT departments to address user concerns, provide training, and troubleshoot integration issues. Effective communication and project management skills are essential to ensure a smooth transition and user adoption across the company.

What does an HRIS analyst do?

An HRIS Analyst is responsible for managing and maintaining an organization's Human Resource Information System (HRIS). They ensure the system runs smoothly, analyze HR data, and generate reports to support decision-making. HRIS Analysts also troubleshoot issues, implement system upgrades, and work closely with HR and IT departments to optimize HR processes. Their work helps streamline HR operations and improve the accuracy of employee data.

What is the difference between Hris Analyst vs Payroll Specialist?

AspectHris AnalystPayroll Specialist
CredentialsHR certifications, data analysis skillsPayroll certifications, knowledge of payroll laws
Work EnvironmentHR departments, IT systemsFinance or HR departments, payroll processing
Employer & Industry UsageUsed across industries for HR data managementPrimarily in companies with regular payroll processing
Common Search & ComparisonOften compared for HR data rolesFocused on payroll processing tasks

The Hris Analyst and Payroll Specialist roles both operate within HR and finance environments, but the Hris Analyst primarily manages HR information systems and data analysis, while the Payroll Specialist focuses on processing employee wages and compliance. Understanding these differences helps job seekers identify the right career path based on their skills and interests.

What are the most commonly searched types of Hris Analyst jobs in Springfield, IL?

The most popular types of Hris Analyst jobs in Springfield, IL are:

What are popular job titles related to Hris Analyst jobs in Springfield, IL?

For Hris Analyst jobs in Springfield, IL, the most frequently searched job titles are:

What job categories do people searching Hris Analyst jobs in Springfield, IL look for?

The top searched job categories for Hris Analyst jobs in Springfield, IL are:

What cities near Springfield, IL are hiring for Hris Analyst jobs?

Cities near Springfield, IL with the most Hris Analyst job openings:

Hris Analyst jobs near you
Infographic showing various Hris Analyst job openings in Springfield, IL as of August 2026, with employment types broken down into 1% Internship, 76% Full Time, 17% Part Time, and 6% Contract. Highlights an 81% Physical, 9% Hybrid, and 10% Remote job distribution, with an average salary of $89,466 per year, or $43 per hour.

HR Business Partner

Springfield Clinic

Springfield, IL • On-site

$74K - $111K/yr

Full-time

Posted 16 days ago

Springfield Clinic rating

6.7

Company rating: 6.7 out of 10

Based on 59 frontline employees who took The Breakroom Quiz

530th of 887 rated healthcare providers

Job description


Under the direct supervision of the Director of Employee Relations and Business Support, the Human Resources Business Partner will provide a wide range of HR generalist activities including talent management, performance management, employee development, compensation, and training support for the area(s) of responsibility s/he supports. This position will require the individual to have excellent generalist and interpersonal skills and be able to provide HR leadership and project management that enhances business results and drives performance. This position is responsible for aligning business objectives with employees and management in designated areas of responsibility. The Human Resources Business Partner will serve as a consultant to both employees and management on HR related issues, functioning as an employee champion and change agent as the individual delivers value-added service which emphasize organizational objectives. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
Job Relationships
This position reports to the Director of Employee Relations and Business Support.
Principal Responsibilities
  • Partnering with all levels of leadership, within the business unit, align HR strategy with business goals, direction and vision.
  • Provide HR leadership and project management that enhances business results and drives performance.
  • Align business objectives with employees and management in designated areas of responsibility.
  • Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
  • Build positive, productive, and enduring relationships with employees and leaders. Coach, counsel, encourage, and listen to team leaders as they work through people-related challenges. Focus on deeply understanding employee, leader and department needs and collaboratively developing solutions to issues that arise. Work to become a trusted advisor for the organization and designated department(s).
  • Act as point of contact for employee relations matters. Support team leaders in the delivery of investigations, disciplinary processes, and effective performance conversations, when necessary. Advise management on employment policies and procedures to enable improvement in working practices and productivity and without adverse impact on regulatory / legal compliance, company reputation or employee engagement. Support employees by providing guidance and resources to help address concerns or resolve issues.
  • Develop and implement solutions that will help build and maintain a highly capable organization. Support the areas of responsibility in developing and sustaining a succession planning process that leads to impactful gains in employee development. Partner with business leaders to drive resourcing strategies for the organization and execute seamless delivery of the process.
  • Responsible for understanding the designated departments and partnering with department leader to help collaborate on strategic planning as well as identifying skill gaps, training opportunities and mentorship needs in order to help achieve strategic organizational goals.
  • Assist with communication to areas of responsibility regarding annual performance reviews, supporting the roll-up of the collective plans for approval. Serves as departmental single point of contact for questions pertaining to performance and reward initiatives.
  • Develop solutions and help create a positive organizational culture, in line with our values and business priorities. Proactively manage and communicate organizational change efforts. Contribute to activities and initiatives in support of organizational objectives.
  • Ensure business compliance with HR policies and programs. Adept in developing new policies and procedures. Advise HR leadership and business leadership on local legal, regulatory, and company requirements. Conduct various data analyses and compile into meaningful information and recommendations. Ensure silent running of HR operational activities, coach team leaders and individual contributors toward appropriate self-sufficiency, and provide assurance that systems-related activities are delivered timely and accurately.
  • Counsel SC leaders on consistent implementation of policies and procedures related to employment law, problem resolution, disciplinary action, employee relations, etc.
  • Ensure that HR efforts and implementations are aligned with SC strategic direction and employment law.
  • Partners with leaders to ensure successful onboarding of new hires. Identify turnover, trends, and risks and partner with HR and/or department leadership to mitigate or minimize the impact.
  • Partnering with the Talent Acquisition team on strategies to fill current and upcoming positions as well as facilitate the flow of information and feedback between TA and the assigned department.
  • Maintains an environment consistent with Springfield Clinic values and ensuring the fair and equitable treatment of all employees.
  • Maintains confidentiality as deemed appropriate in all HR activities.
  • Comply with the Springfield Clinic incident reporting policy and procedure.
  • Adhere to all OSHA and Springfield Clinic training & accomplishments as required per policy.
  • Provide excellent customer service and adheres to Springfield Clinic's Code of Conduct and Ethics Standards.
  • Perform other job duties as assigned.

Education/Experience
  • Bachelor's degree in Human Resources or related field required, Master's degree is preferred.
  • Minimum of three or more years of experience in Human Resources field or experience managing employee situations in response to business needs.

Certificates/Licenses
  • Professional HR Certification preferred (PHR, SPHR, SHRM-CP, SHRM-SCP).

Knowledge, Skills and Abilities
  • Demonstrated business focus. Self-directed, process-oriented, strong business acumen, and experience at driving change.
  • Ability to function well independently or collaboratively as part of a team.
  • Ability to demonstrate ownership and self-sufficiency for project management and the achievement of agreed upon results.
  • Demonstrated ability to succeed in a fast-paced environment, working on multiple projects with constantly changing demands and deadlines.
  • Ability to manage and deliver high quality performance on multiple, simultaneous strategic, value-added tasks and priorities.
  • Ability to build and maintain productive relationships with employees at all levels of the organization.
  • Advanced communication, critical thinking and problem solving skills with demonstrated experience in basic business acumen and conflict resolution.
  • Ability to manage/self-regulate personal emotions and diffuse escalating situations to resolve problem in a professional manner.
  • Demonstrated experience working effectively and accurately in a high volume, fast paced environment with strong judgement, analytical and critical thinking skills.
  • Strong organizational and time management skills.
  • Strong interpersonal, delivery and facilitation skills and proven relationship building skills.
  • Highly organized and attentive to detail.
  • Sensitivity to confidential matters.
  • Ability to develop HR solutions.
  • Ability to partner across the range of core HR disciplines, including Talent Management, Compensation/HRIS, Benefits & Employee Relations.
  • Ability to travel as needed.
  • Experience with Microsoft suite of applications (Word, PowerPoint, Excel)

Working Environment
  • This job operates in a professional office environment. Routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

PHI/Privacy Level
HIPAA3

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