HRIS Analyst

This is a Hybrid Work Arrangement (in-office Mon-Thu) located at 14141 Southwest Freeway, Sugar Land, TX 77478 . Benefit Information: ABM offers a comprehensive benefits package. For information about ABM’s benefits, visit ABM 2026 Employee Benefits | Staff & Management The HRIS Insights & People Analytics Analyst is an elevated individual contributor who transforms HR data into clear, actionable insights and influences the design, quality, and effectiveness of HR systems and reporting processes. This role sits at the intersection of HR systems, reporting, and workforce analytics, with a primary focus on generating insights, developing reporting strategies, and improving the HR data environment. This position supports ABM’s hire-to-retire processes and HR digital transformation initiatives by partnering closely with HRIS leadership, HRIT, HR Team Member Experience leaders, and other HR stakeholders. Under the guidance of the Senior Manager, this role contributes to the strategy, implementation, and ongoing optimization of HCM systems, with a strong emphasis on reporting accuracy, data governance, and user experience. In addition to delivering insights, this role owns reporting-related system enhancements and contributes to HRIS design decisions, including data structures, fields, and reporting frameworks within Oracle HCM Cloud and associated tools. The role actively participates in full SDLC activities for reporting-related initiatives and leads small workstreams to improve reporting capabilities and data quality. This role serves as a trusted advisor and subject-matter expert, providing mentorship and guidance to HRIS team members while helping mature the organization’s reporting and analytics capabilities. Insights, Reporting, and Analytics (Primary Focus): Own the development and delivery of recurring and ad hoc HR reports and dashboards using Oracle reporting tools and Power BI. Design and maintain dashboards that provide a clear narrative, context, and actionable insights. Analyze workforce trends across HR domains, including headcount, movement, attrition, hiring, and organizational changes. Translate complex HR data into meaningful insights and recommendations for HR leadership. Proactively identify patterns, risks, and data quality issues and bring forward insights to inform decision-making. Partner with HRIS leadership to standardize reporting definitions, improve consistency, and enhance data clarity. Reporting System Enhancements and HRIS Design Influence: Own and support reporting-related system enhancements, including configuration within OTBI, BI Publisher, and Power BI datasets. Contribute to broader HRIS configuration decisions tied to reporting, including data fields, flexfields, and data structures within Oracle HCM. Influence system and process design to improve data usability, reporting efficiency, and end-user experience. Partner with HRIS and HRIT teams to ensure reporting requirements are accurately reflected in system design. Project Leadership and SDLC Participation: Lead reporting-focused workstreams and contribute to larger HRIS and HR technology initiatives. Actively participate in full SDLC activities, including requirements gathering, design input, testing, validation, and deployment for reporting-related solutions. Ensure reporting considerations are incorporated early in system and process changes. Stakeholder Partnership and Storytelling: Serve as a thought partner to HR leaders by helping define analytical questions and shape insights. Provide interpretation and recommendations alongside data to support strategic decisions. Ensure reporting outputs are insight-driven and aligned with business priorities. Help HR leaders understand what the data indicates and how it should inform action. HRIS Support and Collaboration (Secondary Focus): Support general HRIS activities as needed, including data validation, issue intake, and troubleshooting. Collaborate with HRIS Analysts and Senior HRIS Analysts to understand system data structures and dependencies. Partner with HRIT for technical clarification and alignment. Governance, Quality, and Continuous Improvement: Serve as a contributor to HR data governance, privacy, and compliance practices. Conduct regular audits and quality checks to ensure data integrity and trust in reporting outputs. Drive continuous improvement in reporting processes, tools, and data quality. Mentorship and Team Contribution: Act as a