HRIS Analyst - West Coast

The HRIS Analyst at Ascend is responsible for overseeing onboarding, offboarding, and HRIS management. This includes maintaining data accuracy, coordinating pre-onboarding activities, facilitating orientation sessions, and ensuring that all documentation complies with regulations. Additionally, you'll manage integration issues and work closely with the Director of People Operations to drive efficiency in HR processes.

To qualify for the HRIS Analyst role at Ascend, candidates should have a Bachelor’s degree in Human Resources, Business Administration, or a related field, along with 3-5 years of experience in onboarding, HRIS management, and compliance. Proficiency in managing Workday HRIS, strong project management skills, and excellent attention to detail are essential.

The HRIS Analyst plays a critical role in enhancing employee experiences at Ascend by managing the Red Carpet Onboarding process, ensuring new hires feel informed and equipped. This position tracks feedback and actively seeks to improve the onboarding process, ultimately leading to higher employee satisfaction and retention.

At Ascend, the HRIS Analyst will primarily manage Workday HRIS, including data management and reporting. You'll also oversee integrations with systems such as Empower, Bswift, Everify, and Checkr to ensure smooth payroll operations and compliance. Troubleshooting any issues will be part of your role to maintain functionality across these systems.

Ascend's culture is dynamic, supportive, and rooted in values such as owning growth, serving whole-heartedly, and achieving excellence together. As an HRIS Analyst, you'll be part of a team that prioritizes positivity, collaboration, and continuous improvement, making the work environment enjoyable and fulfilling.

Be prepared to discuss your hands-on experience with Workday HRIS, focusing on data management, compliance, and reporting. Highlight specific projects where you utilized Workday features to resolve issues or improve processes, demonstrating your technical skills and attention to detail.

Describe your methods for maintaining data integrity, such as conducting regular audits and using checklists for data entry. Emphasize the importance of detail-oriented practices and proactive measures to identify and resolve discrepancies in HRIS data.

Share specific strategies you've implemented in past roles, such as personalized welcoming messages, structured orientation sessions, or gathering feedback through surveys. Highlight how you adapt onboarding processes based on employee feedback to improve overall satisfaction.

Discuss a specific challenge you encountered, such as compliance issues or delays in procedural updates. Focus on how you approached the problem, worked with other departments to find solutions, and what the outcomes were, demonstrating your problem-solving abilities.

Explain your approach to cross-department collaboration, including regular check-ins, utilizing shared tools for tracking progress, and establishing clear lines of communication. Emphasize how effective communication is crucial for seamless onboarding and compliance.

Detail your strategies for proactively addressing potential concerns, such as maintaining an open-door policy and facilitating honest conversations. Highlight your commitment to creating a supportive environment for new hires, ensuring they feel valued and heard.

Note your methods for staying informed, such as following industry news, enrolling in webinars, and participating in professional associations. Reinforce the importance of continuous learning to ensure compliance and mitigate risks in HR practices.

Discuss your preferred project management methodologies, such as Agile or Scrum, and how you utilize these to manage HRIS implementations and improvements. Highlight your organizational skills in balancing various projects and deliverables simultaneously.

Explain your process for collecting feedback, such as using structured surveys or informal check-ins, and how you analyze that data to make informed adjustments to the onboarding experience, showcasing your commitment to continuous improvement.

Mention metrics like Employee Net Promoter Score (ENPS), retention rates, and completion of onboarding checklists as key indicators. Explain how you use these metrics to assess and enhance the onboarding process, driving long-term employee engagement.