Sr HR Systems & Data Analyst II

You lead technical workstreams from intake through completion — representing the People Operations perspective on systems, data, and integration projects across the organization.

Technical project ownership — Own HR systems and data projects end to end — scoping, configuration, testing, rollout, and documentation. You represent PODS interests in cross-functional projects and ensure the People Operations perspective is built into technical decisions, not bolted on afterward.

Process automation — Systematically replace manual, error-prone workflows with automated processes. Use AI-assisted tools to rapidly prototype and build People Operations automations — turning process ideas into working solutions on fast, business-critical timelines. Measure the reduction in manual effort and error rates over time.

SOX and compliance — Maintain documented controls, gather and organize audit evidence, and partner with Legal and Finance to ensure People systems meet compliance requirements at every stage.

Change management — Test before deploying. Document after deploying. Communicate to stakeholders before either. Every system change has a testing plan, a rollout plan, and a runbook.

You are the check-and-balance for People data across the organization — and the person who makes that data accessible and understandable to the people who depend on it.

Data governance — Establish and maintain data definitions, quality standards, field ownership, and retention policies. When two stakeholders get different answers to the same question, you are the reason that stops happening.

Reporting and analysis — Prepare, review, and analyze People data and reports. Build custom reports and executive-facing dashboards in ADP and connected tools. Translate outputs into clear, actionable information for Finance, FP&A, Legal, and People leadership.

Audits — Run recurring data audits, maintain audit logs, and ensure evidence is organized and retrievable. Catch discrepancies before they reach stakeholders.

Documentation and training — Maintain up-to-date process documentation and deliver training materials for new system enhancements. Build genuine self-service capability in the HR team — reducing the ad hoc support load over time.

You provide timely, effective support for daily system needs and cyclical operations — and you use patterns in that support to build lasting fixes rather than repeat the same interventions.

Employee and manager support — Provide responsive support for system questions, access issues, and ad hoc requests. Identify recurring patterns and build runbooks or automations to address root causes.

Cyclical operations — Own the systems side of open enrollment, compensation cycles, re-orgs, payroll close, and year-end processes. These run on a schedule — they need to run without heroics.

Vendor relationships — Hold vendors accountable to SLAs, manage escalations above the support queue, and keep contract renewal dates on the radar.

Deep functional expertise in ADP Workforce Now — you have configured workflows, built reports, managed security roles, and troubleshot integration failures as a hands-on administrator, not as an end user

5+ years of progressive experience in HR systems administration, HRIS configuration, or HR technology operations

A track record of business process design end to end — you've taken requirements from a stakeholder conversation through configuration, testing, launch, and post-launch validation without handing off

Demonstrated ability to translate ambiguous business needs into working system solutions — you ask the right questions, design the right solution, and build it

Experience with process automation and AI-assisted tooling — you've used modern tools to prototype and build automations that eliminated meaningful manual effort, and you can point to the results

Strong data management instincts — you've built custom reports, run data audits, caught data quality issues before they became business problems, and you understand what governance actually means in practice

SOX or audit compliance experience — you understand what controls mean, what evidence looks like, and what an auditor will ask for

Project management capability — you've managed a high volume of requests and shifting priorities without losing track of what matters most, and you communicate status without being asked

Intellectual curiosity and sound judgment — you ask why something works the way it does, and you know when to move fast and when to slow down and think

A bias for action paired with resilience in ambiguity — you've operated in fast-moving environments where requirements changed mid-project and you didn't wait for perfect information to make progress

Don't meet all the requirements? Don't sweat it. We’re passionate about building a diverse team of humans and as such, if you think you've got what it takes for our chaotic-but-fun, remote-friendly, start-up environment—apply anyway, detailing your relevant transferable skills in your cover letter. While we have a pretty good idea of what we need, we're ready for you to challenge our thinking on who needs to be in this role .

It is a requirement of employment in this position that applicants will be required to submit to background checks including but not limited to employment, education and criminal record checks. Further details will be provided to applicants that successfully meet the criteria for the position as determined by the company in its sole discretion. By submitting an application for employment, you are acknowledging and consenting to this requirement.

The salary range listed for this role applies to US-based candidates only. Compensation for candidates based outside the US (including Canada, EMEA, and LATAM) will be determined based on location, experience, and skills during the interview process, and may differ from the listed US range.

In the rapidly evolving Web3 space, we believe that everyone is a builder. This expansive paradigm requires a range of backgrounds, talents, skills, and experiences to influence and shape the future. At Consensys, this diversity fuels our ability to shift control and redefine the realm of possibility. We are committed to ensuring that our technology empowers people and communities with economic and political agency through decentralized technologies. We welcome the range of perspectives and differences and celebrate them. We're excited to see how your unique skills as a builder can contribute to our vision, drive innovation, and help us shape a more inclusive Web3.

Consensys is an equal opportunity employer. All employment decisions are made without regard to race, color, national origin, ancestry, sex, gender, gender identity or expression, sexual orientation, age, genetic information, religion, disability, medical condition, pregnancy, marital status, family status, veteran status, or any other characteristic protected by law. Consensys is aware of fraudulent recruitment practices and we encourage all applicants to review our best practices to protect yourself which can be found ( https://consensys.io/careers/best-practices-to-avoid-recruitment-fraud/) .