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About the Role

The HR Operations Analyst supports and optimizes the Human Resource Information Systems (HRIS) to align with HR functions and organizational objectives. This role enhances the accuracy, efficiency, and effectiveness of HR operations, partnering with Finance for workforce data, analytics, reconciliations, and reporting to support data-driven decision-making.

Responsibilities

Writes and maintains recurring and ad hoc HR and workforce reports.
Designs, builds, and maintains data visualization and distribution tools.
Analyzes workforce data to identify trends, variances, data quality issues, and compliance considerations.
Recommends new metrics, reporting approaches, and process improvements.
Supports HR teams with routine data entry and quality assurance.
Reviews and processes various staffing transactions.
Supports systems components for onboarding procedures.
Maintains knowledge of HR policies and procedures and applies knowledge to workflows.
Applies a critical lens to data processing and escalates issues as needed.
Supports routine compliance and data quality assurance procedures.
Conducts data analysis and audits to identify inconsistencies, inaccuracies, and gaps in data.
Performs data entry and correction of issues.
Offers training and support to HR staff and other HRIS and Dashboard end-users.
Participates in continuous professional development.
Learns about forms of bias in the workplace and supports an inclusive work environment.
Learns about relevant employment law changes.
Learns about data privacy and security best practices.
Performs other duties as assigned.

Requirements

Bachelor's degree and 2+ years of work experience or the equivalent of 6+ years of post-secondary education and relevant work experience.
Advanced proficiency with Microsoft Excel and data analysis fundamentals.
Proficiency with data visualization tools (e.g., Microsoft Power BI, Tableau).
2+ years of experience in Human Resources, Finance, Data Analytics, or a related field is strongly preferred.
Proficiency with HRIS software (e.g., ADP, Workday, BambooHR).
Ability to reconcile and validate data across HR, payroll, and financial reporting sources.
Ability to translate workforce data into clear, accurate reporting and analysis.
All applicants must be legally authorized to work in the United States for any employer without sponsorship for a work visa or permit.
Submit a Cover Letter and Resume as a combined PDF.

Skills

Microsoft Excel
Data analysis fundamentals
Data visualization tools
Microsoft Power BI
Tableau
HRIS software
ADP
Workday
BambooHR
Statistics
Arithmetic
Ratios
Percentages
Interpersonal and communication skills
Confidentiality
Integrity
Respect

Location

Work Type

Mostly sedentary
Occasional or frequent physical movement
Travel within NYC

Experience Level

2+ years of work experience
6+ years of post-secondary education and relevant work experience
2+ years of experience in Human Resources, Finance, Data Analytics, or a related field

Education Level

Bachelor's degree
Post-secondary education

Salary/Compensations

$87,500 - $92,500

Benefits

Health insurance
Paid vacation
Disability
Life insurance
Public Service Loan Forgiveness (PSLF)
State and Federal loan forgiveness programs
Assistance from New York state for loan repayments (for NY residents)

About the Company

The Legal Aid Society is committed to a work culture of zealous advocacy, respect, diversity and inclusion, client-oriented defense, access to justice and excellent representation.
We are dedicated to building a strong professional relationship with each of our clients (people), to understanding their diverse circumstances, and to meeting their needs.
Every member of our community is expected to continuously learn about the dynamic, evolving, and emerging field of knowledge of identity, bias, and systemic forms of oppression and participate in productive efforts to dismantling bias in all forms.

Equal Opportunity

As an Equal Employment Opportunity (EEO) Employer, The Legal Aid Society prohibits discriminatory employment actions against and treatment of its employees and applicants for employment based on actual or perceived race or color, size (including bone structure, body size, height, shape, and weight), religion or creed, alienage or citizenship status, sex (including pregnancy), national origin, age, sexual orientation, gender identity (one’s internal deeply-held sense of one’s gender which may be the same or different from one’s sex assigned at birth); gender expression (the representation of gender as expressed through, for example, one’s name, choice of pronouns, clothing, haircut, behavior, voice, or body characteristics; gender expression may not conform to traditional gender-based stereotypes assigned to specific gender identities), disability, marital status, relationship and family structure (including domestic partnerships, polyamorous families and individuals, chosen family, platonic co-parents, and multigenerational families), genetic information or predisposing genetic characteristics, military status, domestic violence victim status, arrest or pre-employment conviction record, credit history, unemployment status, caregiver status, salary history, or any other characteristic protected by law.