SAP HRIS Analyst (100% ONSITE, NIGHT SHIFT)

Role Title: SAP HRIS Analyst

ECLARO: A quick Summary

ECLARO is an award-winning professional services firm headquartered in New York City and operating in the U.S., Canada, UK, Ireland, Australia and the Philippines. We are dedicated to a singular purpose: providing the Right People to meet every client's needs and solve business challenges through strategic staffing, permanent placement, custom outsourcing & offshoring. Utilizing our proprietary TRINIT-E® Service Maturity Model, we help clients implement programs to promote innovation, automation and process improvement.

ROLE OVERVIEW

The HRIS Analyst will support the administration, maintenance and continuous improvement of the company's HR information systems, with primary emphasis on SAP and/or SAP SuccessFactors.

The role will maintain employee data, resolve system issues, produce reports, support system testing and help ensure that HR technology processes are accurate, secure and aligned with business requirements. The successful candidate will work closely with HR, Payroll, IT and global system stakeholders.

KEY RESPONSIBILITIES

• Administer and support SAP and/or SAP SuccessFactors HR modules and related HR applications.

• Maintain accurate employee, organizational and position data within the HRIS.

• Monitor data quality and resolve errors, discrepancies and incomplete transactions.

• Investigate user issues and provide timely functional support to HR, Payroll, managers and employees.

• Manage user access, roles and permissions in accordance with company security requirements.

• Create and maintain standard and ad hoc HR reports, dashboards and data extracts.

• Gather and document business requirements for system enhancements and process changes.

• Translate HR operational requirements into clear functional specifications.

• Conduct system testing, regression testing and user-acceptance testing.

• Document test results, defects, resolutions and implementation outcomes.

• Support system releases, upgrades, integrations, data migrations and new-module implementations.

• Maintain process documentation, system guides and knowledge materials.

• Collaborate with HR, Payroll, IT, external vendors and global HRIS teams.

• Support HR data audits, compliance reviews and data-privacy requirements.

• Identify opportunities to simplify HR processes and improve system adoption.

REQUIRED QUALIFICATIONS

• Bachelor's degree in Information Systems, Human Resources, Business Administration, Computer Science or a related field.

• At least two years of relevant HRIS, HR technology, HR operations or business-systems experience.

• Practical experience using SAP HCM and/or SAP SuccessFactors.

• Understanding of employee lifecycle processes and HR master data.

• Experience with system support, issue investigation and data validation.

• Strong analytical, documentation and problem-solving skills.

• Proficiency in Microsoft Excel and experience handling large datasets.

• Good written and verbal English communication skills.

• Ability to work effectively with both technical and non-technical stakeholders.

• Demonstrated discretion when handling confidential employee data.

PREFERRED QUALIFICATIONS

• Hands-on experience with one or more SAP SuccessFactors modules, such as Employee Central, Compensation, Benefits, Time Management or Recruiting.

• Experience with SAP HCM Personnel Administration, Organizational Management, Time Management or Payroll.

• Experience with system configuration or functional support.

• Knowledge of HRIS integrations, interfaces and scheduled data feeds.

• Experience preparing functional requirements and test scripts.

• Exposure to role-based permissions, workflows and business rules.

• Experience in a multinational, shared-services or global HRIS environment.

• SAP or SAP SuccessFactors certification is an advantage.

SUCCESS MEASURES

• Accuracy and completeness of employee and organizational data.

• Timely resolution of HRIS incidents and user requests.

• Successful testing and delivery of system changes.

• Compliance with data-security and access-control requirements.

• Improved HR-system reliability, usability and process efficiency.