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.
ResponsibilitiesInsights, 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.
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.
Skills Required
- Bachelor's degree in Information Systems, Analytics, Business, Human Resources, or related field.
- Approximately 5 years of experience in HRIS reporting, people/workforce analytics, or 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.
- Experience with Power BI and Oracle reporting tools (OTBI, BI Publisher).
- Working knowledge of SQL for querying and analyzing HR data.
- Understanding of HR data governance, privacy, and compliance frameworks (e.g., GDPR, HIPAA, SOC).
- Advanced proficiency in Microsoft Excel for analysis and data validation.
ABM Industries Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about ABM Industries and has not been reviewed or approved by ABM Industries.
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Healthcare Strength — Health coverage includes medical, dental, and vision, with some options described as strong (including no‑deductible choices) and added features to support condition management alongside expanded wellness benefits. Programs such as an Employee Assistance Program and FSA/HSA options further support physical and mental wellbeing.
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Retirement Support — A 401(k) savings plan with company match and immediate vesting supports long‑term savings. Complementary protections like life, AD&D, and disability insurance bolster financial security.
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Wellbeing & Lifestyle Benefits — Perks such as paid holidays, vacation and sick/bereavement time, commuter benefits, and discount programs are part of the offering. An emergency relief fund for financial hardship provides additional practical support for eligible employees.
ABM Industries Insights
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