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.

ABM (NYSE: ABM) is one of the world's largest providers of integrated facility, engineering, and infrastructure solutions. Every day, our over 100,000 team members deliver essential services that make spaces cleaner, safer, and efficient, enhancing the overall occupant experience.

ABM serves a wide range of market sectors including commercial real estate, aviation, education, mission critical, and manufacturing and distribution. With over $8 billion in annual revenue and a blue-chip client base, ABM delivers innovative technologies and sustainable solutions that enhance facilities and empower clients to achieve their goals. Committed to creating smarter, more connected spaces, ABM is investing in the future to meet evolving challenges and build a healthier, thriving world. ABM: Driving possibility, together.

ABM is an Equal Employment Opportunity (EEO) employer that does not discriminate on the basis of any trait or characteristic protected by applicable federal, state, or local law, including disability and protected veteran status. ABM is committed to working with and providing reasonable accommodation to individuals with disabilities. If you have a disability and need assistance in completing the employment application, please call 888-328-8606. We will provide you with assistance and make a determination on your request for reasonable accommodation on a case-by-case basis.

ABM participates in the U.S. Department of Homeland Security E-Verify program. E-Verify is an internet-based system used to electronically confirm employment eligibility.

ABM is a military-friendly company proudly employing thousands of men and women who have served in the U.S. military. With ABM, you'll have access to a world-class training program and ample opportunities to use the skills you developed while serving our country. Whether you're looking for a frontline or professional position, you can find post-military career opportunities across ABM.

ABM directs all applicants to apply at www.abm.com/careers. ABM does not accept unsolicited resumes or submissions outside of this portal. Applicants should submit their application by clicking Apply Now.

For more information, visit www.abm.com

Required:

• Bachelor's degree in Information Systems, Analytics, Business, Human Resources, or a related field.
• Approximately 5 years of experience in HRIS reporting, people analytics, workforce analytics, or a related role.
• Experience working with Oracle Cloud HCM data, reporting tools, and data structures.
• Demonstrated experience developing dashboards, reports, and analytics that drive business insights.
• Experience participating in system-related projects, including requirements gathering, testing, and implementation.

Preferred:

• Experience leading reporting workstreams or contributing to large-scale HRIS or HR technology initiatives.
• Strong experience with Power BI and Oracle reporting tools (OTBI, BI Publisher).
• Working knowledge of SQL for querying and analyzing HR data.
• Experience with reporting-related configuration and data structure design within HR systems.
• Understanding of HR data governance, privacy, and compliance frameworks (e.g., GDPR, HIPAA, SOC).
• Advanced proficiency in Microsoft Excel for analysis and data validation.
• Strong analytical and problem-solving skills with the ability to work through complex or imperfect data.
• Excellent communication skills with the ability to translate data into clear, actionable insights.
• Strong understanding of HR business processes, particularly across the hire-to-retire lifecycle.
• Ability to influence stakeholders and contribute to system and process design decisions.
• Ability to balance strategic thinking with hands-on analytical execution.

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 coach and informal mentor to HRIS team members, providing guidance on reporting, analytics, and data interpretation.
• Serve as a go-to subject matter expert for reporting and workforce analytics.
• Support the development and performance of the HRIS and Data Governance team through knowledge sharing and training.
• Supports enterprise-wide HR reporting and analytics impacting a large and diverse workforce.
• Influences workforce decision-making through advanced analytics, insights, and reporting strategy.
• Contributes to HRIS system design and reporting architecture to improve data usability and effectiveness.
• Leads reporting workstreams and contributes to broader HR technology initiatives.
• Plays a key role in advancing HR digital transformation and maturing 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 coach and informal mentor to HRIS team members, providing guidance on reporting, analytics, and data interpretation.
• Serve as a go-to subject matter expert for reporting and workforce analytics.
• Support the development and performance of the HRIS and Data Governance team through knowledge sharing and training.
• Supports enterprise-wide HR reporting and analytics impacting a large and diverse workforce.
• Influences workforce decision-making through advanced analytics, insights, and reporting strategy.
• Contributes to HRIS system design and reporting architecture to improve data usability and effectiveness.
• Leads reporting workstreams and contributes to broader HR technology initiatives.
• Plays a key role in advancing HR digital transformation and maturing analytics capabilities.