Human Capital Management-Dallas-Analyst-HRIS

JOB DUTIES:

• Support global employee lifecycle operations, including transfers, terminations (voluntary and involuntary), job data changes, reorganizations, and mobility transactions, ensuring accurate and timely processing across Human Resources (HR) systems.

• Maintain and audit employee data in HRIS (Human Resources Information System) platforms on Oracle Cloud, ensuring data integrity, compliance with statutory and regulatory requirements, and proper documentation for global HR operations.

• Provide operational support for global talent management processes, including performance management, promotions, compensation updates, year-end cycles, , and internal mobility activities.

• Perform recurring HR data reporting and analysis related to headcount, hiring, compensation, attrition, and workforce metrics to support HR operations and business decision-making.

• Partner with global HCM (Human Capital Management) teams, HRBPs (Human Resources Business Partners), technology partners, Firm-wide Compensation, Employee Relations and vendors to resolve complex HR operational issues, investigate data discrepancies, and support system enhancements, testing, and process improvements.

• Coordinate and execute the involuntary termination process in partnership with Employee Relations, ensuring seamless off-boarding experience of employees.

• Develop, update, and follow standard operating procedures, process documentation, and training materials to promote consistency, efficiency, and compliance across global HR shared services.

• Collaborate with Business, Engineering, HCM (Human Capital Management) global stakeholders to manage re-organizations resulting from acquisition or joint venture, ensuring operational continuity and minimizing disruption to business functions.

MINIMUM EDUCATION REQUIREMENTS/DEGREE AND FIELD:

Bachelor’s degree in Psychology, Human Resources Management, Labor Relations, or related field.

MINIMUM YEARS EXPERIENCE REQUIRED:

1-2 years of experience in the job offered or in a related role.

SPECIAL SKILLS AND/OR LICENSES REQUIRED TO PERFORM THE JOB:

Prior experience must include 1-2 years in the following:

• Resolving non-routine operational or data issues related to employee records, HR transactions, or administrative workflows.

• Supporting employee lifecycle activities, including onboarding, job changes, and terminations, re-organizations in a corporate HR or people operations function.

• Producing headcount and attrition reports by compiling HRIS data, validating accuracy, and delivering metrics and recommendations to Employee Relations or business stakeholders within required reporting timelines.

• Working with risk and control frameworks for employee life cycle processes, including ensuring adherence to internal controls, compliance standards, or audit requirements. 

• Using Microsoft Excel for data analysis, including pivot tables and lookup functions using multi‑system data sets and data‑formatting tools to align with system specifications.

• Leveraging automation tools to create reconciliation tools and enhance quality‑assurance processes.