Senior HRIS Analyst

Senior HRIS Analyst
APEI

The Senior HRIS Analyst serves as a strategic owner and subject matter expert for the organization’s HRIS platforms, leading the design, optimization, and ongoing administration of HR systems to support business and HR objectives. This role partners closely with HR leadership, IT, Business Intelligence, and external vendors to ensure data integrity, system scalability, regulatory compliance, and an exceptional user experience.

Acting as both a technical expert and trusted advisor, the Senior HRIS Analyst translates complex HR and business requirements into effective system solutions, oversees integrations and vendor relationships, and supports critical annual HR processes such as Open Enrollment, performance management, and compliance reporting. The role plays a key part in advancing data governance, reporting, analytics, and process automation while ensuring secure and compliant management of employee information across the enterprise.

Responsibilities:

System Management (60%)

• Implements the ongoing optimization, configuration, and enhancement of the HRIS ecosystem by applying advanced technical and functional HR knowledge to align system capabilities with evolving business and HR strategies.
• Serves as the primary escalation point for complex HRIS issues, conducting root‑cause analysis for data discrepancies, system limitations, configuration gaps, or process breakdowns; recommends and implements sustainable solutions.
• Designs, executes, and oversees data governance practices, including regular audits, validation rules, and controls to ensure data accuracy, integrity, and scalability. Partners closely with Business Intelligence to support enterprise‑wide analytics and reporting needs.
• Champions data standardization and process consistency across HR modules, recommending best practices and system enhancements to improve efficiency, user experience, and data quality.
• Partners with the Benefits team to support and automate annual processes such as Open Enrollment and vendor integrations; proactively identifies opportunities for process improvement.
• Acts as the lead HRIS subject matter expert for system implementations, enhancements, integrations, and interfaces; collaborates cross‑functionally with IT and external vendors to ensure successful execution and support.
• Develops the configuration and launch of annual performance management cycles and other talent processes within the HRIS, under the direction of HR leadership.
• Executes and validates system‑driven mass data uploads, ensuring data accuracy, testing and compliance with established controls.
• Provides consultative support to HR leadership on complex, cross‑functional, or enterprise initiatives requiring HRIS expertise.
• Performs other duties as assigned to support organizational priorities.

Administration & Compliance (20%)

• Serves as the primary system owner and internal point of contact for UKG Pro and related HR systems; independently manages configuration changes, business rules, and workflow design.
• Maintains strong vendor partnerships by managing day‑to‑day relationships with the UKG Pro Executive Relationship Manager and Customer Success Manager.
• Oversees all HRIS interfaces and data transmissions with third‑party vendors, ensuring accuracy, timeliness, and issue resolution.
• Manages the intake, prioritization, and submission of UKG Pro service requests related to system upgrades, enhancements, and custom solutions.
• Coordinates test environment refreshes and validates system changes prior to production deployment.
• Reconciles and supports the processing of HRIS vendor invoices and actively monitors expenditures to ensure alignment with the departmental budget.
• Analyzes and proactively communicates system updates, releases, new features, and enhancements to HR stakeholders; evaluates business impact and adoption readiness.
• Serves as HR Systems Administrator, overseeing security role design, provisioning, and ongoing user access reviews; partners with Compliance and Internal Audit to support SOX and internal control requirements.
• Ensures the secure management, use, and dissemination of employee data in compliance with SOX, data privacy standards, and regulatory reporting requirements.

Reporting & Analytics (10%)

• Serves as an expert resource for Cognos BI reporting, partnering with HR and business stakeholders to deliver actionable insights.
• Designs, validates, and maintains advanced reports, dashboards, and metrics, ensuring data accuracy and alignment with business objectives.
• Collaborates with Business Intelligence and HR leaders to enhance workforce analytics and support strategic decision‑making.

System Support & Training (10%)

• Provides HRIS leadership support for mergers, acquisitions, and reorganizations, including system integration planning, data conversion, and post‑implementation stabilization.
• Supports all APEI and divisions by configuring systems to meet diverse business needs and providing ongoing system maintenance and optimization.
• Acts as a trusted advisor to HR teams by educating users on system interdependencies, downstream impacts, and best practices for HRIS usage.
• Develops and delivers HRIS training for new hires and ongoing advanced training for HR staff as system capabilities evolve.

Competencies:

• Collaborates: Builds and maintains effective partnerships with team members and stakeholders, working collaboratively to achieve shared goals and resolve challenges effectively.
• Communicates Effectively: Delivers clear, concise, and tailored communications through various modes (e.g., written, verbal, and visual) to meet the unique needs of diverse audiences.
• Customer Focus: Cultivates strong relationships with internal and external customers by actively listening to their needs and providing timely, customer-centric solutions.
• Demonstrates Self-Awareness: Regularly seeks and incorporate feedback from peers, leaders, and stakeholders to understand and address personal strengths and areas for growth.
• Ensures Accountability: Consistently meets deadlines and delivers on commitments, ensuring work quality and aligning with organizational standards.
• Innovation & Improvement: Encourages forward-thinking solutions, process improvements, and a culture of learning to enhance efficiency and team effectiveness.

Requirements:

• 5–8+ years of progressive HRIS experience, including advanced configuration, administration, and support of an enterprise HRIS platform (UKG Pro strongly preferred).
• Demonstrated experience supporting multiple HR functional areas (e.g., Core HR, Benefits, Talent, Performance, Compensation, Payroll interfaces).
• Proven experience supporting annual HR cycles such as Open Enrollment, performance reviews, merit cycles, and compliance reporting.
• Prior experience in a senior or lead HRIS role, with responsibility for system ownership, complex problem solving, and cross‑functional collaboration.
• Advanced knowledge of HRIS architecture, data structures, business rules, workflows, security roles, and integrations.
• Excellent written and verbal communication skills, with the ability to explain technical concepts to non‑technical audiences.
• Proven ability to act as a trusted advisor to HR leadership and functional partners.
• Experience collaborating with cross‑functional teams, including HR, IT, Finance, Internal Audit, and external vendors.
• Advanced skills in MS Word, Excel, PowerPoint.

About Us:

Online, on campus and in the workplace, we provide higher education and training to our country’s heroes – military service members, veterans, nurses, government employees, and motivated professionals that want to make a difference. American Public Education, Inc. educates service-minded students, ranging from the military, public service, federal agencies, and nursing communities, through American Public University System (APUS), Hondros College of Nursing (HCON), and Rasmussen University.

It is the policy of American Public Education, Inc. (APEI) to afford equal opportunity to all qualified persons. We treat all qualified individuals equally as to their recruitment, hiring, assignments, advancements, compensation, and all other terms and conditions of employment. American Public Education, Inc. does not discriminate on the basis of race, color, religion, creed, sex, age, national origin, sexual orientation, or physical, mental, or sensory disability, or any other characteristic protected by law.

If you are a resident of a state with designated pay transparency requirements and this role is available remotely, you may be eligible to receive additional information about the compensation and benefits for this role, which we will provide upon request. Please send an email to recruiting@apei.com.