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Senior Hr Systems Analyst Jobs (NOW HIRING)

T1 Energy

HR Systems & Integrations Analyst

Austin, TX · On-site

$90 - $125/hr

Hr Systems & Benefits Integration * Serve as the internal technical expert and day-to-day owner of ... SQL or Python skills for file validation, data analysis, and light automationExperience supporting ...

UAB

Systems and Operations Analyst

Tampa, FL

The HR Systems and Operations Analyst II will maintain the integrity and reliability of UAB's human ... HR's continued advancement Salary Salary commensurate with experience Bachelor's degree in ...

The Buckle

HRIS Technical Systems Analyst

Kearney, NE · On-site

... Systems Analyst is responsible for the technical administration, configuration, and data integrity ... This role works closely with the Director or HR Technology and cross-functional partners in HR, IT, ...

New

PEMCCO

Senior Systems Analyst

Hanahan, SC · On-site

$42.30 - $63.45/hr

PEMCCO is seeking a Senior Systems Analyst to lead systems analysis efforts, evaluate business and technical requirements, and develop effective technology solutions that support critical operational ...

PEMCCO, Inc.

Senior Systems Analyst

Hanahan, SC · On-site

$42.30 - $63.45/hr

PEMCCO is seeking a Senior Systems Analyst to lead systems analysis efforts, evaluate business and technical requirements, and develop effective technology solutions that support critical operational ...

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Senior Hr Systems Analyst information

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How much do senior hr systems analyst jobs pay per year?

As of Aug 22, 2026, the average yearly pay for senior hr systems analyst in the United States is $106,976.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,500.00 and $125,500.00 per year, depending on experience, location, and employer.

What does a senior HR systems analyst do?

A Senior HR Systems Analyst is responsible for managing, optimizing, and supporting human resources information systems (HRIS) within an organization. They analyze business needs, configure system enhancements, and ensure data integrity across HR platforms. Additionally, they collaborate with HR and IT teams to streamline processes, develop reports, and provide technical support or training to users. Their expertise helps organizations improve efficiency and make informed HR decisions.

What are the key skills and qualifications needed to thrive as a senior HR systems analyst?

To thrive as a Senior HR Systems Analyst, you need expertise in HR processes, data analysis, and system administration, typically supported by a bachelor's degree in HR, IT, or a related field. Proficiency with HRIS platforms (like Workday, SAP SuccessFactors, or Oracle HCM), advanced Excel skills, and relevant certifications such as SHRM or HRIP are highly valued. Strong analytical thinking, problem-solving abilities, and effective communication are standout soft skills in this role. These skills ensure the successful implementation, optimization, and support of HR technology solutions, driving efficiency and informed decision-making across the organization.

What are some common challenges faced by senior HR systems analysts when implementing new HR technologies?

Senior HR Systems Analysts often encounter challenges such as integrating new HR technologies with existing systems, managing data migration, and ensuring user adoption across the organization. They must collaborate closely with IT, HR, and external vendors to troubleshoot technical issues and align system capabilities with business needs. Change management and effective communication are crucial, as they help ensure a smooth transition and minimize disruptions to HR operations.

What is the difference between Senior Hr Systems Analyst vs HR Systems Analyst?

AspectSenior HR Systems AnalystHR Systems Analyst
Required CredentialsBachelor's degree, HRIS certifications, experienceBachelor's degree, HRIS certifications, entry-level experience
Work EnvironmentLarge organizations, HR departments, IT teamsHR or IT departments, supporting HRIS systems
Employer & Industry UsageUsed across industries for HRIS managementCommon in HR departments for system support
Search & Comparison IntentUnderstanding senior roles, responsibilities, and qualificationsEntry-level roles, career progression, and skills

The main difference between a Senior HR Systems Analyst and an HR Systems Analyst lies in experience, responsibilities, and seniority. Senior HR Systems Analysts typically have more experience, handle complex system projects, and provide strategic insights, whereas HR Systems Analysts focus on supporting and maintaining HRIS systems at an operational level. Both roles are essential in HR technology management but differ in scope and expertise.

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Senior Hr Systems Analyst jobs near you
Infographic showing various Senior Hr Systems Analyst job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 9% Part Time, 4% Contract, and 1% Nights. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $106,976 per year, or $51.4 per hour.

HR Analyst (People Systems & Operations)

Snoqualmie Casino

Snoqualmie, WA • On-site

$94K - $103K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 19 days ago

Job description

Job Type
Full-time
Description
A FULL HOUSE OF TOTAL REWARDS
  • Competitive Pay: Starting salary of $94,183 - $103,601, depending on experience, with career growth potential up to $135,623 through annual performance based merit increases.
  • Full Coverage: 100% employer-paid medical, dental, vision, and prescription coverage, plus competitive family rates starting after 60 days, with additional benefits such as 401(k), employer-paid life insurance, and long-term disability.
  • Generous Paid Time Off (PTO): Accrue 21 days of PTO in your first year, growing to 33 days after five (5) years, with an option to cash out twice annually.
  • Everyday Perks: Free meals, parking, paid breaks, 40c/gallon gas discount, and exciting giveaways like concert and sports tickets.
  • Growth & Support: Access to tuition reimbursement, certification programs, and Employee Assistance Program.

PURPOSE
The HR Analyst (People Systems & Operations Analyst) serves as the functional owner and data gatekeeper for our core technology stack (Paylocity, UKG, JotForm), acting as the vital bridge between advanced system logic and the human experience for our diverse, 1,500+ multi-shift workforce. Operating within a fluid, collaborative environment where our Team Members are our primary guests, this role blends technical configuration, data integrity, compliance auditing, and technical writing. By mastering platform capabilities, tracking regulatory compliance, delivering advanced analytics, and leading continuous process improvement and change management strategies, this position eliminates operational bottlenecks to directly empower a 24/7 round-the-clock operation.
ESSENTIAL DUTIES / RESPONSIBILITIES
  • Administer & Optimize People Systems: Serve as the primary administrator, functional owner, and subject matter expert (SME) for our core People/HR technology stack (Paylocity, UKG, and JotForm), executing complex configurations and system optimizations to support a 24/7 business operation.
  • Data Quality Control & Governance: Oversee data integrity across all platforms by establishing strict data governance, executing systematic data audits, and conducting final quality control reviews on all automated or user-submitted record changes.
  • Predictive Analytics & Executive Reporting: Serve as People/HR Team leadership's direct go-to resource for advanced data visualization, interactive dashboards, and root-cause trend analysis, utilizing historical workforce data to build predictive forecasting models.
  • System Training, Adoption, & Support: Troubleshoot advanced system anomalies and software configurations with a guest-first mindset, partnering closely with vendors for swift resolution. Design highly engaging, creative training resources and deliver flexible system training sessions across all shifts to maximize platform adoption among managers and staff.
  • Process Mapping & Workflow Optimization: Partner across the People/HR, Payroll, Finance, and IT teams to apply operational analysis methodologies, mapping current-state versus future-state workflows to eliminate administrative waste, drive continuous process improvement, and maximize platform automation capabilities.
  • Technical Writing & Operations Documentation: Author, update, and maintain a comprehensive internal library of Standard Operating Procedures (SOPs), step-by-step technical system process maps, company policies, and Team Member handbook revisions.
  • Compliance & Data Security: Monitor applicable employment laws and data privacy regulations to configure legally compliant system workflows, enforce strict role-based user permissions, and proactively audit access logs for unauthorized activity.
  • Audits, I-9, & Records Management: Own the end-to-end legal compliance of the I-9 and E-Verify processes, track and audit mandatory Team Member professional certifications or licenses, and maintain secure digital recordkeeping aligned with applicable retention schedules.
  • Technology Deployment & Market Analysis: Serve as the primary project lead for all new People/HR technology implementations, platform conversions, and module deployments; actively research external market trends and benchmark system performance to recommend strategic tech stack upgrades.
  • Cross-Functional Synergy & Cultural Alignment: Champion a guest-first philosophy where Team Members are treated as our "primary guests," ensuring all systems, communication, and workflows are highly accessible and tailored to a diverse, multi-generational, and multi-lingual workforce of over 1,500 individuals across hospitality, gaming, F&B, and technical divisions. Actively collaborate on company-wide engagement events and cross-functional People/HR Team initiatives to support an inclusive and thriving 24/7 workplace culture.
  • Collaborative Support & Operational Agility: Embody a unified team philosophy by actively participating in firsthand Team Member service delivery, including managing in-person walk-ins, phone lines, and digital support channels. Partner fluidly with colleagues across all People functions to provide balanced operational coverage, eliminate administrative silos, and drive company-wide initiatives forward.

Requirements
Education & Experience:
  • Bachelor's degree in Human Resources, Information Systems, Business Administration, or related field. An additional two (2) years of relevant experience may be considered in lieu of a degree.
  • Minimum four (4) years of full-time, progressive experience in HR Systems/HRIS administration and People/HR data analytics, including a minimum of one (1) year serving as the primary company administrator of an HRIS owning required configurations.
  • Proven track record as a primary functional owner configuring enterprise-level HRIS, ATS, and LMS platforms (with hands-on Paylocity and UKG experience preferred), including designing data governance audits and conducting final quality control reviews on system record changes.
  • Proven experience serving as the primary project lead for end-to-end People/HR technology deployments, platform conversions, or module rollouts - inclusive of leading process improvement workshops and building change management strategies.
  • Must be available to work on-site, primarily Monday through Friday, day shift, with the flexibility to adjust hours (nights/weekends) to support and engage a 24/7 workforce of over 1,500 Team Members.

Skills & Abilities:
  • HRIS & System Administration: Advanced proficiency in daily configurations, routine upgrades, and feature testing across HRIS, ATS, and LMS platforms like Paylocity, UKG, or JotForm, with the technical agility to quickly master and adapt to new software tools.
  • Workflow Automation & Logic Design: Expert capability in building digital forms and automated processes that guide users step-by-step to eliminate manual paperwork and simplify tracking.
  • Advanced Data Analysis: Elite proficiency in Microsoft Excel (e.g., advanced formulas, data parsing, nested logic, Pivot Tables) and modern data visualization techniques.
  • Reporting & Analytics: Experienced in translating complex datasets into clean, visual dashboard metrics-such as headcount, turnover, and performance trends-to identify operational bottlenecks and drive data-informed decisions.
  • Technical & Policy Writing: Strong ability to translate complex software behavior or regulatory guidelines into clean, structured prose, standardized policies, and intuitive workflows.
  • SOP Creation & Documentation: Skilled at breaking down complex technical concepts into user-friendly Standard Operating Procedures (SOPs) and visual playbooks.
  • Vendor & Escalation Management: Proven capability to technically diagnose platform issues, isolate root causes, and directly negotiate with software vendors to ensure accountability.
  • Regulatory & Employment Law Acumen: Sound working knowledge of legal compliance frameworks, including I-9 verification standards, E-Verify protocols, and statutory record retention.
  • 360-Degree Communication & Strategic Influence: High emotional intelligence (EQ) with a proven ability to seamlessly adapt communication styles across all organizational layers-confidently delivering data-driven insights to executive leadership while providing respectful, highly engaging, and clear actionable support tailored to the unique operational realities of our frontline and operational teams.
  • Adaptability & People-First Service Mindset: Flexible and composed when navigating shifting priorities or operational changes, with a dedicated guest-service approach to supporting a fast-paced, 24/7 workforce.

Snoqualmie Casino & Hotel exercises Snoqualmie Tribal Member/Native American preference in hiring, in compliance with the Snoqualmie Tribal Employment Rights Ordinance (TERO). You must obtain and maintain a Gaming License from the Snoqualmie Gaming Commission. Pre-employment drug testing is required for all positions. The use of marijuana will not disqualify an applicant for positions in any department other than Transportation (Valet, Driver I). DOT panel testing is required for the Driver position.
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Salary Description
Starting salary of $94,183 - $103,601 DOE

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