Job description

About ANA: Join a recognized industry leader - Alliance North America was proudly named a 2025 Top Workplace in the Manufacturing Industry, an honor based entirely on feedback from our own employees about our culture, values, and workplace experience. Alliance North America was established in 2017 and is proud to be the sole North American supplier of AIRMAN Power Generators, AIRMAN Air Compressors, and ANA’s patented EBOSS® Hybrid Energy System and Smart load bank system.  Our commitment to our customers is to Make their World Easier, by answering the phone, understanding their needs, and taking ownership to provide them solutions. With a large parts inventory and more than 90% of all orders shipping within 24 hours, you never have to worry about spare parts. We help keep your fleet in top condition with our world class Support Department, who are always ready to help and be a resource by providing training on our equipment. ANA is headquartered in Henderson, Nevada with locations in Cypress, California, and Spartanburg, South Carolina. ANA is growing and scaling, and we are seeking an HRIS Analyst to join our growing team. The HRIS Analyst transforms workforce data into clear, actionable information and improves HR processes through reporting, systems, and automation. This role works across HR, Payroll, Finance, IT, Operations, and other departments to build reliable reporting, evaluate technology, and lead implementations. The position is fully onsite, and the work schedule is weekdays from 8:00 AM-5:00 PM. This role reports to the Director of Human Resources. Role & Responsibilities: Data Analysis, Reporting, and Dashboards: Gather reporting requirements from stakeholders, confirm metric definitions, and deliver recurring and ad hoc reports for HR, Payroll, Finance, Operations, Safety, and other departments. Analyze headcount, turnover, recruiting, attendance, labor, compensation, and other workforce data to identify trends, explain results, and recommend follow-up actions. Build, maintain, and improve dashboards and visualizations that give leaders timely access to meaningful workforce metrics; present findings to both technical and nontechnical audiences. Combine and reconcile data from HRIS, payroll, recruiting, timekeeping, and other sources; validate completeness and accuracy before distributing reports. Document report logic, data sources, calculations, definitions, distribution schedules, and known limitations to support consistent reporting. HR Systems and Data Integrity: Support administration, configuration, maintenance, and troubleshooting of HR systems, including employee records, organizational data, workflows, access, and reporting. Audit HR data, investigate discrepancies and root causes, coordinate corrections with data owners, and establish controls that prevent recurring errors. Partner with IT and vendors on integrations and data feeds; test field mapping, file contents, timing, exceptions, and downstream results. Apply appropriate confidentiality and access controls when handling employee, payroll, and benefits information; maintain system and process documentation. Process Improvement and Automation: Map existing HR workflows and identify manual entry, handoffs, delays, errors, and opportunities to simplify processes. Design, build, test, document, and maintain automations for approvals, employee changes, notifications, data transfers, reporting, and other HR processes. Monitor automated workflows, troubleshoot failed runs or unexpected results, and coordinate fixes with process owners and IT. Train users on updated processes and measure whether improvements reduce manual effort and improve accuracy or turnaround time. Technology Evaluation and Implementation: Evaluate existing HR technology against current business needs and identify functional gaps or underused capabilities. Research new products and enhancements; gather requirements, assess vendors, compare functionality, integrations, cost, support, and implementation effort, and present recommendations to leadership. Lead approved HR technology implementations and major enhancements, including project plans, stakeholder coordination, vendor management, configuration, data preparation, testing, issue resolution, communications, training, and launch support. Coordinate post-launch support, track open issues, and evaluate whether a new solution meets its intended objectives. Payroll and Cross-Functional Support: Learn assigned payroll procedures and serve as a backup when needed, following established review, approval, confidentiality, and deadline requirements. Assist with payroll-related data reviews, employee change validation, reporting, and discrepancy research as assigned after training. Support audits, surveys, and special projects requiring accurate employee and workforce information Other duties as assigned Qualifications: Required Qualifications: 4–7 years of progressive experience in HRIS, HR systems, HR analytics, business systems, data analytics, or a related field. Advanced Excel skills, including experience organizing, reconciling, and analyzing data from multiple sources; ability to develop clear dashboards or data visualizations. Ability to translate business questions into reporting requirements, validate results, explain trends and limitations, and communicate findings clearly to different audiences. Experience gathering requirements, improving workflows, troubleshooting systems, documenting solutions, and managing multiple priorities and deadlines. Strong attention to detail, analytical judgment, discretion with confidential information, and ability to collaborate across departments. Preferred Qualifications: Experience with ADP Workforce Now or a comparable HRIS and with payroll, timekeeping, benefits, or recruiting system data. Experience with Power BI, Power Automate, Power Apps, SharePoint, or comparable reporting and workflow tools. Experience leading or supporting system implementations, integrations, testing, data conversion, and user training. Experience with payroll processes and controls and with reporting for a workforce across multiple locations. Bachelor’s degree in Human Resources, Information Systems, Business, Data Analytics, or a related field; equivalent relevant experience will be considered. ANA’s Core Values: Root Cause Problem Solving Be Creative with Solutions Build open and honest relationships Build a positive team and family spirit Be inclusive Look for better ways Be humble Urgency Benefits & Perks: Competitive pay 401k with company contribution Medical, Dental, & Vision Life Insurance Voluntary Accident Insurance Voluntary Critical Illness Insurance Employee Assistance Program Employee Appreciation Programs You must be based in the United States and authorized to work in the U.S. without employer sponsorship. Please be advised that ANA does not provide employment-based visa sponsorship for this position at this time. ANA is proud to be an Equal Opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

Requirements

Must-haves

Gather reporting requirements from stakeholders, confirm metric definitions, and deliver recurring and ad hoc reports for HR, Payroll, Finance, Operations, Safety, and other departments.
Analyze headcount, turnover, recruiting, attendance, labor, compensation, and other workforce data to identify trends, explain results, and recommend follow-up actions.
Build, maintain, and improve dashboards and visualizations that give leaders timely access to meaningful workforce metrics; present findings to both technical and nontechnical audiences.
Combine and reconcile data from HRIS, payroll, recruiting, timekeeping, and other sources; validate completeness and accuracy before distributing reports.
Document report logic, data sources, calculations, definitions, distribution schedules, and known limitations to support consistent reporting.
Support administration, configuration, maintenance, and troubleshooting of HR systems, including employee records, organizational data, workflows, access, and reporting.
Audit HR data, investigate discrepancies and root causes, coordinate corrections with data owners, and establish controls that prevent recurring errors.
Partner with IT and vendors on integrations and data feeds; test field mapping, file contents, timing, exceptions, and downstream results.
Apply appropriate confidentiality and access controls when handling employee, payroll, and benefits information; maintain system and process documentation.
Map existing HR workflows and identify manual entry, handoffs, delays, errors, and opportunities to simplify processes.
Design, build, test, document, and maintain automations for approvals, employee changes, notifications, data transfers, reporting, and other HR processes.
Monitor automated workflows, troubleshoot failed runs or unexpected results, and coordinate fixes with process owners and IT.
Train users on updated processes and measure whether improvements reduce manual effort and improve accuracy or turnaround time.
Evaluate existing HR technology against current business needs and identify functional gaps or underused capabilities.
Research new products and enhancements; gather requirements, assess vendors, compare functionality, integrations, cost, support, and implementation effort, and present recommendations to leadership.
Coordinate post-launch support, track open issues, and evaluate whether a new solution meets its intended objectives.
Learn assigned payroll procedures and serve as a backup when needed, following established review, approval, confidentiality, and deadline requirements.
Assist with payroll-related data reviews, employee change validation, reporting, and discrepancy research as assigned after training.
Support audits, surveys, and special projects requiring accurate employee and workforce information

Nice-to-haves

Experience with ADP Workforce Now or a comparable HRIS and with payroll, timekeeping, benefits, or recruiting system data.
Experience with Power BI, Power Automate, Power Apps, SharePoint, or comparable reporting and workflow tools.
Experience leading or supporting system implementations, integrations, testing, data conversion, and user training.
Experience with payroll processes and controls and with reporting for a workforce across multiple locations.
Bachelor’s degree in Human Resources, Information Systems, Business, Data Analytics, or a related field; equivalent relevant experience will be considered.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: lever
Effort: quick

Benefits

Benefits detected in the listing.

Dental

Vision

401k