Senior HRIS Analyst

As the leading transit bus manufacturer in the United States, GILLIG buses play a critical role in the environmental and social initiatives in communities across our nation. GILLIG is on the forefront in the transition to zero-emission vehicles and has an unmatched reputation in the industry for quality, reliability, durability, service, and support. From initial design through final assembly, each GILLIG bus is designed and built in Livermore, CA.

WHY GILLIG

Leader in environmentally friendly mobility solutions including battery electric, hybrid electric, near-zero CNG and clean diesel transit buses Renowned for its inclusive team/family-oriented culture Stable, successful, and growing organization - a Bay Area business for over 132 years! Flexible schedules (•depending on project needs) Excellent compensation including company paid medical premiums, generous retirement plan and other comprehensive benefits

ABOUT THE ROLE

We are looking for a dynamic, detailed oriented Senior HRIS Analyst professional to join a company and human resource team that believes in treating employees like family. This position is an integral partner for ensuring quality data, processes, and customer service to our organization. This is a great opportunity for someone who has well-developed analytical and functional skills to join a team that is passionate about working together with cross-functional groups to achieve fantastic results. The Sr. HRIS Analyst will manage and maintain GILLIG's Human Capital Management (HCM) ensuring its optimal functionality and alignment with business goals. This role is responsible for ensuring data integrity, testing system changes, report writing and analyzing data flows for process improvement opportunities, supporting HCM upgrades, patches, testing and other technical projects. As a member of the human resources team, you may be given other assignments to support the department unrelated to the HCM system. This role is based onsite daily in the Livermore CA office and reports for the Director, HR Operations.

IN THIS ROLE YOU WILL

Configure, maintain, and optimize SuccessFactors Talent modules, including Compensation, Performance Management, Succession Planning, and Learning Management and serve as backup for other SuccessFactors modules such as EC, EC Payroll, Recruitment, Onboarding etc. Support Workforce Analytics and reporting capabilities to enable data-driven HR decisions Partner with HR stakeholders to gather requirements, conduct gap analysis, and translate needs into scalable system solutions Design and support business processes, workflows, and business rules across talent-related modules Lead or support implementation and enhancement of new modules and features Manage system testing activities including unit testing, UAT coordination, and regression testing Support biannual SuccessFactors releases, including impact analysis and implementation of enhancements Ensure data integrity through audits, validation processes, and governance best practices Develop and maintain documentation, standard operating procedures, and training materials Partner with IT and external vendors to support integrations between SuccessFactors and downstream systems (e.g., payroll, benefits, finance) Analyze and troubleshoot integration issues, data discrepancies, and system errors Support data migration activities including data validation, imports, and transformation Utilize knowledge of APIs, OData, middleware platforms (e.g., SAP CPI, Boomi), and data structures to support system connectivity Collaborate on integration design and ensure alignment with system architecture and business requirement Design and develop reports, dashboards, and analytics to support HR and business decision-making Leverage SuccessFactors reporting tools and advanced Excel to analyze workforce trends and metrics Act as a liaison between HR, IT, and business teams to ensure alignment and effective system utilization Provide end-user support and training to enhance system adoption and user experience Lead or support HR technology projects and continuous improvement initiatives Support other HR activities as needed within the HR department

BASIC QUALIFICATIONS

Bachelor's degree in Computer Science, Human Resources, Business or related field and/or equivalent work experience Minimum 5 years of HRIS experience and strong expertise in SAP SuccessFactors (required) Hands-on configuration experience with SuccessFactors Talent modules such as Compensation, Performance & Goals, Succession, or Learning Management Working knowledge of integrations (APIs, OData, middleware such as SAP CPI or Boomi) Experience with data management, including imports, validation, and data quality controls Experience with Workforce Analytics / People Analytics (Story reporting) HCM Systems implementation experience Familiarity with SQL, XML, or data structures (reading/troubleshooting level) Experience in MS Office 365 (Word, PowerPoint, Advanced Excel, Visio, and SharePoint) Excellent communication and strong problem-solving skills (critical, strategic, and evaluative thinking) Experience in project management and prior involvement with end-to-end HR technology-related projects Experience in identifying root cause analysis and providing a resolution Advanced knowledge of constructing metric dashboard and custom reporting Proven knowledge of HR systems structure, functions, and processes; understanding of interdependence between various systems and downstream impact Proficient in effectively explaining requirements, design, development, and testing as well as maintaining accurate documentation

WORK ENVIRONMENT

Ability to lift 25 lbs. Regularly required to sit, stand, walk, and occasionally kneel or squat Prolonged periods of sitting/standing at a desk and working on a computer The ideal candidate must be able to complete all physical requirements of the job with or without reasonable accommodation No travel required Standard start time: 6:30AM (negotiable) Must be able to navigate manufacturing environment, comfortable around heavy machinery, tools, etc. Must be able to wear Personal Protective Equipment, (i.e. safety glasses, bump caps, hearing protection, etc.)

EXPECTED COMPENSATION

$75,000 - $150,000/annual salary + premium benefits Pay offered may vary depending on multiple individualized factors, including market location, job classification, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements dependent on the position offered. Details of participation in these benefit plans will be provided if a candidate receives an offer of employment. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. GILLIG is committed to providing equal opportunities to all employees and applicants for employment. We are committed to creating an inclusive and diverse workplace that values and respects the unique talents, experiences, and perspectives of our employees and the people we serve. As an equal opportunity employer, we do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, pregnancy, gender identity or any other characteristic protected by law. GILLIG is an equal employment opportunity and affirmative action employer.