Sr. HRIS Analyst at Alston & Bird, Atlanta

Sr. HRIS Analyst at Alston & Bird in Atlanta. Full-time. Est. up to $130k. Apply with swipeandhired.

As a leading international law firm, we are dedicated to excellence through impactful communication, collaboration, and community involvement. Our company culture has earned us the designation as one of the "100 Best Companies to Work For" for 27 consecutive years. This honor, along with many others, highlights our commitment to innovation and professional development. At Alston & Bird LLP, our foundation is made of trust, reliability, and compassion.

JOB DESCRIPTION

Hiring Location: Atlanta is the preferred location for these roles; however, candidates may also be based in our Charlotte, Dallas, or Raleigh offices.

Alston & Bird is seeking a highly motivated and analytical HRIS Analyst to support the Firm’s Human Resources, Talent Development, Compensation, and Recruiting functions through the effective use of workforce data and HR technology.

Under the direction of the Associate Director of HRIS, the HRIS Analyst supports the continued development, administration, governance, and optimization of the Firm’s Workday platform and related HR systems, including safeguarding data integrity, developing workforce reporting and analytics, and helping translate business needs into effective technology and process solutions.

The ideal candidate is detail-oriented, technically capable, and committed to accuracy. This role requires strong analytical and problem-solving skills, sound judgment, and the ability to translate complex workforce data into clear, actionable insights while providing responsive internal client service. The HRIS Analyst also helps ensure the quality, security, and effectiveness of the Firm’s people data and HR technology platforms.

ESSENTIAL DUTIES

HRIS Administration & Data Integrity

• Administer and optimize Workday configuration, business processes, and related HR technology platforms.
• Protect the accuracy, integrity, confidentiality, and security of employee and organizational data.
• Perform routine audits, reconciliations, and validations; investigate root causes and resolve data discrepancies.
• Support implementations, upgrades, enhancements, integrations, testing, and data conversions.
• Support year-end processing and other recurring HRIS events, ensuring accurate setup, execution, and completion.
• Administer role-based security and user access in accordance with approved policies and internal controls.
• Partner with IT, Payroll, Finance, HR stakeholders, and vendors to maintain reliable integrations, system functionality, and data flows.

Reporting, Analytics & Workforce Insights

• Design, develop, validate, maintain, and deliver recurring and ad hoc workforce reports, dashboards, and analyses.
• Analyze workforce trends and key measures, including headcount, turnover, recruiting activity, demographics, compensation, promotions, retention, and employee movement.
• Partner with HR leaders and business stakeholders to define reporting requirements, establish consistent measures and definitions, and align outputs with strategic objectives.
• Interpret findings and develop clear summaries, visualizations, and practical recommendations that support informed decision-making.
• Fulfill internal, client, survey, regulatory, and other external reporting requirements with accurate, timely, and secure delivery in accordance with data governance and confidentiality standards.

Process Improvement & Systems Support

• Assess business needs and identify opportunities to streamline, standardize, or automate HR processes and reporting while supporting the maintenance of testing standards and system governance.
• Support release planning, testing, and organizational readiness for system changes.
• Create and maintain configuration documentation, process guides, and training materials.
• Design and implement system and process solutions that address defined business requirements.
• Troubleshoot system and reporting issues, coordinating timely resolution with internal teams and vendors.
• Monitor HR technology trends and recommend practical enhancements that improve operations and the user experience.

Business Partnership & Customer Service

• Build effective partnerships with Human Resources and Firm business units to address HR technology, data, reporting, and process needs.
• Consult with stakeholders to clarify business requirements, evaluate options, and translate needs into practical HRIS solutions.
• Provide training, guidance, and ongoing support that enable users to work effectively with HR systems, data, and reporting tools.
• Communicate system changes, issue status, recommendations, and outcomes clearly to technical and nontechnical audiences.
• Deliver responsive, professional service by prioritizing requests, setting clear expectations, maintaining confidentiality, and ensuring timely follow-through.

ADDITIONAL RESPONSIBILITIES

• Participate in HRIS governance activities, including project intake, prioritization, change control, testing standards, and alignment with the Firm’s HR technology roadmap.
• Manage assigned projects and workstreams by maintaining plans, documenting decisions, identifying risks and dependencies, and communicating progress to stakeholders.
• Support periodic security reviews, audit requests, compliance activities, and the preparation and retention of supporting documentation.
• Coordinate with vendors and internal partners to evaluate solutions, monitor deliverables, resolve issues, and support effective use of HR technology investments.
• Maintain awareness of Workday releases, emerging capabilities, and industry practices; assess their relevance and recommend appropriate adoption.
• Provide cross-functional support for major HR initiatives, recurring events, and special projects as business needs evolve.

SKILLS NEEDED TO BE SUCCESSFUL

Technical Skills

• Advanced Microsoft Excel skills, including the ability to organize, analyze, validate, and present complex data using formulas, lookup functions, PivotTables, and related tools.
• Demonstrated proficiency in Workday configuration, business processes, reporting, calculated fields, data management, and security. Experience with Workday Prism Analytics, Workday Extend, integrations, or other advanced Workday capabilities is highly valued; a strong interest in developing expertise across the Firm’s broad Workday HCM environment is expected.
• Working knowledge of data management, relational data structures, reporting methodologies, data validation, and data governance principles.
• Experience developing, validating, and maintaining reports, dashboards, calculated fields, and workforce analytics.
• Understanding of HR processes and data across the employee lifecycle, including recruiting, onboarding, compensation, performance management, job and position management, organizational structures, and terminations.
• Ability to learn and effectively use data visualization, integration, case management, and other HR technology tools that support the Firm’s evolving needs.

Professional Competencies

• Strong analytical, critical-thinking, and problem-solving skills.
• Exceptional attention to detail and commitment to data accuracy.
• Ability to interpret complex information and communicate it clearly to technical and nontechnical audiences.
• Ability to identify trends, draw meaningful conclusions, and offer practical recommendations.
• Strong organizational and project management skills, with the ability to manage competing priorities and meet deadlines.
• Effective written and verbal communication skills.
• Sound judgment and the ability to maintain confidentiality.
• Strong service orientation and the ability to build effective relationships at all levels of the Firm.

CHARACTERISTICS OF SUCCESSFUL CANDIDATES

Successful candidates will demonstrate:

• Commitment to accuracy, quality, and continuous improvement.
• Methodical, disciplined, and solution-oriented approach to work.
• Strong technical aptitude and analytical curiosity.
• Collaborative and supportive working style.
• Accountability, professionalism, and dependability.
• Interest in developing deep expertise in HR technology, workforce analytics, and reporting.

EDUCATION & EXPERIENCE

• Bachelor’s degree in Human Resources, Business Analytics, Information Systems, Data Analytics, Statistics, Business Administration, or a related field preferred; equivalent relevant experience may be considered.
• 4+ of progressive experience in HRIS or HR technology.
• 2+ of hands-on experience configuring and administering Workday in a complex HCM environment required; experience with advanced Workday capabilities, including Prism Analytics, Extend, or integrations, preferred.
• Experience producing workforce reports, dashboards, and people analytics.
• Experience supporting HR system implementations, upgrades, integrations, or testing preferred.
• Experience in a law firm or professional services environment preferred.
• Occasional travel may be required to attend professional conferences, vendor training, Firm meetings, or other business-related events.

EQUAL EMPLOYMENT OPPORTUNITY

Alston & Bird LLP is an equal opportunity employer. We are committed to providing equal employment opportunities to all applicants and employees and prohibit discrimination or harassment on the basis of race, color, religion, national origin, ancestry, sex, pregnancy, childbirth or related medical conditions, sexual orientation, gender identity or expression, age, disability, genetic information, marital status, military or veteran status, or any other characteristic protected by applicable federal, state, or local law.

This commitment applies to all aspects of employment, including recruitment, hiring, compensation, benefits, training, promotion, transfer, discipline, and termination.

Alston & Bird also provides reasonable accommodations to qualified applicants and employees with disabilities and to individuals who require an accommodation based on religion, pregnancy, childbirth, or related medical conditions, as required by applicable law. Applicants who need a reasonable accommodation during the application or hiring process may contact [email protected].

PRE-EMPLOYMENT SCREENING

Employment may be contingent upon the successful completion of applicable pre-employment screening, which may include professional references and a background screening, consistent with applicable law.

SEARCH FIRMS AND EMPLOYMENT AGENCIES

Alston & Bird does not accept unsolicited resumes or candidate referrals from recruiters, search firms, or employment agencies. Any resume or candidate information submitted without a prior written agreement with Alston & Bird will be considered unsolicited, and no fee will be paid if the candidate is hired.