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Management Information System Entry Level Jobs in Indiana

Beacon Health System

HRIS Specialist II

Granger, IN · On-site

Reports to the Manager, Benefits and HRIS. In conjunction with the Information Systems Department (IS), participates in the development, implementation, maintenance (including upgrades) and ...

Subaru

Group Leader - HRIS

Lafayette, IN

Implements and supports the execution of the HRIS strategy and related change management activities, ensuring initiatives are carried out effectively within established priorities and timelines.

Lids

Junior HRIS Analyst

Indianapolis, IN · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Strong organizational, time management, and communication skills. * Ability to learn new systems and adapt to evolving technology. Job Preferred Knowledge and Skills * Experience with HRIS platforms ...

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All JobsManagement Information System JobsManagement Information System Entry Level JobsManagement Information System Entry Level Jobs in Indiana

Management Information System Entry Level information

See Indiana salary details

$41.9K

$100.7K

$142.3K

How much do management information system entry level jobs pay per year?

As of Aug 13, 2026, the average yearly pay for management information system entry level in Indiana is $100,660.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,100.00 and $123,200.00 per year, depending on experience, location, and employer.

Is management information system entry level a good career path?

Management Information System (MIS) entry-level positions typically involve supporting IT infrastructure, data management, and user support, providing a foundation for career growth in technology and business analysis. These roles often require basic knowledge of databases, networking, and software tools, and can lead to advanced positions with experience and additional certifications. Overall, MIS entry-level jobs offer stable employment opportunities and skill development in a growing field.

What is the difference between Management Information System Entry Level vs Data Analyst Entry Level?

AspectManagement Information System Entry LevelData Analyst Entry Level
Required CredentialsBachelor's in MIS, Computer Science, or related fieldBachelor's in Statistics, Data Science, or related field
Work EnvironmentIT departments, business operations, support rolesData analysis teams, business intelligence units
Employer & Industry UsageBusinesses using MIS systems, tech firms, finance, healthcareCompanies analyzing data for insights, marketing, finance, tech

Management Information System Entry Level roles focus on managing and supporting organizational information systems, while Data Analyst Entry Level positions emphasize analyzing data to inform business decisions. Both roles require a strong technical background but differ in daily tasks and focus areas.

Are management information system entry level jobs in high demand?

Management Information System (MIS) entry-level jobs are in steady demand due to organizations' ongoing need for IT support, data management, and system administration. These roles often require knowledge of database tools, programming, and cybersecurity fundamentals, making them valuable for recent graduates seeking to enter the tech industry.

What jobs can I get with a management information system degree?

A management information system (MIS) degree prepares graduates for roles such as systems analyst, business analyst, IT consultant, database administrator, and network administrator. These positions typically require knowledge of database management, programming, and information systems, and often involve working with software tools like SQL, ERP systems, and project management methodologies.
Management Information System Entry Level jobs near you
Infographic showing various Management Information System Entry Level job openings in Indiana as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $100,660 per year, or $48.4 per hour.

HRIS Specialist II

Beacon Health System

Granger, IN • On-site

Full-time

Posted 8 days ago

Beacon Health System rating

6.7

Company rating: 6.7 out of 10

Based on 143 frontline employees who took The Breakroom Quiz

531st of 887 rated healthcare providers

Job description

Reports to the Manager, Benefits and HRIS. In conjunction with the Information Systems Department (IS), participates in the development, implementation, maintenance (including upgrades) and administration of the organization's computerized Human Resources Information Systems (HRIS). Ensures effective utilization of HRIS and other information systems through user training, system maintenance and utilization monitoring. Serves as the primary resource for end user inquiries and requests. Identifies opportunities to improve workflow within HR as it relates to the HRIS.
MISSION, VALUES and SERVICE GOALS
  • MISSION: We deliver outstanding care, inspire health, and connect with heart.
  • VALUES: Trust. Respect. Integrity. Compassion.
  • SERVICE GOALS: Personally connect. Keep everyone informed. Be on their team.

In conjunction with the IS department, participates in the set up, testing and implementation of the HRIS by:
  • Participating in the assessment, planning, design, and development of the HRIS, in conjunction with the HR and IS departments, to ascertain the organization's needs for HR-related information.
  • Assisting IS with HRIS implementations, upgrades, interfaces and information updates as the functional resource for the HR department.
  • Working with IS to establish appropriate security levels for HR end users.
  • Creating functional unit and system testing scripts for HR. Providing input as necessary regarding the creation of integration and volume testing scripts.
  • Serving as facilitator and functional resource during unit, system and integration tests.
  • Participating in the testing of new processes, reports, etc.; also providing testing results to the appropriate staff.

Coordinates the daily functional HRIS related activities within the Human Resource department and ongoing system maintenance by:
  • Overseeing the investigation, coordination and resolution of day-to-day end user related system problems by serving as first point of contact and primary (functional and operational) resource for all end user inquiries and requests.
  • Serving as facilitator between HR and IS to resolve HRIS issues as needed. Providing information to the IS staff regarding situations and outcomes requiring follow-up and further investigation on their side.
  • Working with IS to provide proactive system maintenance of the HRIS to ensure up-to-date HR reporting and analysis.
  • Assisting with the creation of policies, procedures and standards relating to the HRIS.
  • Ensuring that the HRIS supports HR in compliance with governmental regulations.
  • Performing audits, queries, physical periodic checks and analysis of the HRIS for data integrity. Also ensuring completeness and the accuracy of data in the HR tables and fixing any errors as they arise.
  • Maintaining the HR Intranet website.
  • Maintaining the foundation tables for the HR area of the HRIS.
  • Assisting in large scale updates and uploading processes (i.e., creating group builds for salary increases).
  • Developing and maintaining a strong working knowledge of the HRIS in order to effectively utilize its capabilities in the HR area. Promotes proactive approaches to utilizing the HRIS to meet business needs and solve problems.
  • Analyzing and recommending changes to streamline existing working operations, procedures and workflow as they relate to the HRIS in order to increase efficiency and customer service.
  • Communicating issues and recommending process changes to Manager as appropriate.

Provides initial and ongoing training to end users and serves as a resource to the department by:
  • Providing ongoing education, support, trouble shooting and training (and retraining as needed) on existing modules and the roll-out of new modules to end users.
  • Initiating, monitoring and evaluating training to ensure end users are able to use Microsoft products and the HRIS efficiently in their daily operations.
  • Soliciting feedback from end users to identify their needs for better utilization of the HRIS and Microsoft products.
  • Creating and updating end user documentation (i.e., manuals, procedural documents, etc.) for the HRIS to ensure end users derive maximum benefit from the HRIS.
  • Maintaining and updating training materials and forms.
  • Training end users on how to run canned reports and public queries.

Generates reports, queries and labels and completes special projects by:
  • Meeting with end users to determine their needs in order to develop non-routine reports, ad-hoc reports, queries and labels as requested.
  • Ensuring that reports are distributed accurately and in a timely manner.
  • Working with IS to develop reports that are better suited to Crystal Reporting.
  • Working with HR Leadership to develop, maintain and distribute special reports which may include HR metrics, turnover statistics, staffing, EEO, diversity, OSHA reports and benefits analyses.
  • Preparing operational reports, analyzing trends and making recommendations regarding daily HRIS-related operations.

Performs other functions to maintain personal competence and to contribute to the overall effectiveness of the department by:
  • Participating in meetings and on committees as requested.
  • Maintaining up-to-date knowledge regarding the HR department's day-to-day operations.
  • Maintaining Department records, reports and files as required.
  • Completing other job-related functions and work assignments as directed
ORGANIZATIONAL RESPONSIBILITIES
Associate complies with the following organizational requirements:
  • Attends and participates in department meetings and is accountable for all information shared.
  • Completes mandatory education, annual competencies and department specific education within established timeframes.
  • Completes annual employee health requirements within established timeframes.
  • Maintains license/certification, registration in good standing throughout fiscal year.
  • Direct patient care providers are required to maintain current BCLS (CPR) and other certifications as required by position/department.
  • Consistently utilizes appropriate universal precautions, protective equipment, and ergonomic techniques to protect patient and self.
  • Adheres to regulatory agency requirements, survey process and compliance.
  • Complies with established organization and department policies.
  • Available to work overtime in addition to working additional or other shifts and schedules when required.

Education and Experience
  • The below level of knowledge, skills and abilities are normally acquired through the successful completion of a Bachelor's degree in Human Resources, Business Administration, Computer Science or a related field. A minimum of four years of progressively more responsible experience in Human Resources (i.e., Benefits, Compensation, Recruitment, Labor Relations or Training) is required. Prior experience in a healthcare Human Resource or Information Systems department and functional knowledge of PeopleSoft HRIS are preferred.

Knowledge & Skills
  • Requires a strong knowledge of the various functional areas of BHS Human Resources and how they interact in a computerized environment.
  • Requires the technical computer skills and knowledge necessary to effectively use and support various software (including Word, Excel, Access, Power Point, etc.) and hardware. Also requires knowledge of e-mail systems and web based functionality.
  • Demonstrates a successful record of being a team player and completing project-related work assignments (especially project implementation).
  • Requires advanced analytical and problem solving skills and the ability to identify problems and deliver solutions in a timely and efficient manner.
  • Demonstrates the interpersonal and communication skills (both verbal and written) necessary to communicate in a clear and concise manner with the staff at all levels. Also requires the ability to make presentations and to provide effective training.
  • Requires organization skills and the ability to work independently as assigned, prioritize workload and handle a variety of multiple and overlapping functions within set deadlines.
  • Demonstrates the leadership skills necessary to elicit cooperation and support from other staff and the ability to build and maintain effective working relationships.

Working Conditions
  • Works in an office environment.

Physical Demands
  • Requires the physical ability and stamina to perform the essential functions of the position.

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