Senior HRIS Analyst

About the role

Menlo Security is entering a new phase of growth and the Senior HRIS Analyst will be central to how we power that evolution through technology. In this role, you are the strategic and operational owner of our entire HR technology stack, responsible for ensuring that every tool in the ecosystem serves the needs of our people and our business. You will own the full lifecycle of our HRIS, ATS (Ashby), HR ticketing system, and any future platforms we adopt, bringing a data architecture mindset to every decision. You will lead integration strategy, eliminate manual work, and ensure that data flows cleanly and reliably across all systems. This is a hands-on, high-impact position for someone who is comfortable making technical decisions and setting the direction for how HR uses technology. If you are energized by owning complex, interconnected systems and acting as a strategic partner to HR leadership, this role is for you.

What you'll do

You will own the full HR technology stack, including the HRIS, ATS (Ashby), HR ticketing system, and any additional platforms the People team uses now or in the future. You will serve as the system administrator across all HR tools, maintaining data integrity, managing user access, handling configuration, and ensuring optimal performance for each platform. You will own all integrations across the HR tech stack, making architecture decisions, maintaining existing data feeds, and driving automation to remove manual data entry. You will lead the evaluation and implementation of new HR technology, providing clear input on build versus buy decisions, integration complexity, and long-term scalability. You will own manual data entry for non-integrated systems as a temporary solution while driving long-term automation to close those gaps. You will act as the primary escalation point for system issues and complex tool questions from HR partners, managers, and employees across the organization.

You will own the people analytics function, building and maintaining dashboards and reports in Tableau and other tools that give HR leadership and business partners trusted visibility into headcount, attrition, compensation, and key workforce trends. You will proactively surface data insights, identifying patterns, flagging risks, and bringing analysis to leadership before they ask for it. You will leverage AI tools including Claude to accelerate analytics, automate reporting, and help the team work more efficiently with data. You will fulfill compliance data requests from Legal, GRC, Finance, and HR leadership with accuracy, speed, and attention to detail. You will build self-service reporting that reduces ad-hoc data requests and enables the People team to work more independently and at scale.

You will own Ashby configuration, workflows, and data integrity, ensuring the ATS supports an efficient and consistent recruiting process aligned with business needs. You will partner with HR leadership and recruiting stakeholders to optimize Ashby workflows, reporting, and integrations with the broader HR tech stack. You will ensure clean data flow between Ashby and the HRIS so that new hire records are accurate from day one and throughout the employment lifecycle. You will ensure the HRIS accurately and quickly reflects onboarding, offboarding, and employment changes across all regions, partnering with HR to catch and resolve discrepancies quickly. You will partner with Finance and IT to ensure cross-system data flows are reliable and troubleshoot integration failures promptly when they arise. You will own end-to-end process documentation for core HRIS and ATS operations, creating clear procedures that enable scalability and consistency.

You will continuously identify manual processes across the HR tech stack that can be automated, reporting that can be streamlined, and data quality issues that can be fixed at the source. You will set the standard for how People team data is documented, maintained, and scaled, building systems and processes that are not dependent on any one person. You will contribute to broader People Ops projects and help HR leadership make better decisions through technology, data, and clear recommendations. You will collaborate closely with cross-functional teams to ensure HR technology supports company goals and enables a best-in-class employee experience. You will manage priorities in a fast-paced environment, balancing strategic initiatives with urgent requests and maintaining a high standard of quality under pressure.

Requirements

You must have 6 or more years of experience in HR systems administration and people analytics, with demonstrated ownership of an enterprise HRIS platform. You must have hands-on experience as a system administrator in at least one HRIS and one ATS, with a strong track record of managing data integrity, user access, and configuration in those systems. You must have deep experience with integrations and data flows between HR systems, including the ability to evaluate point-to-point integrations and recommend more scalable approaches. You must have advanced skills in data analysis and reporting, with the ability to build and maintain dashboards in tools such as Tableau while ensuring data accuracy, consistency, and timeliness. You must be comfortable working directly with HR, Finance, IT, and business leaders to gather requirements, resolve issues, and drive decisions based on data and operational realities. You must have a strong understanding of employment lifecycle processes including onboarding, offboarding, changes, and compliance-related data needs across multiple regions. You must be highly organized, process-oriented, and disciplined in your approach to system and data management, with the ability to manage multiple priorities in a fast-paced, growing environment. You must demonstrate strong written and verbal communication skills, with the ability to translate technical concepts into clear recommendations for non-technical stakeholders.

Nice to have

Experience with AI tools for analytics and reporting, such as using Claude or similar platforms to automate data workflows and accelerate insights. Experience supporting compliance and audit-related data requests in highly regulated environments. Familiarity with security and identity concepts as they relate to employee data and system access. Experience contributing to People Ops strategy and working on cross-functional initiatives that span HR, IT, and Finance.