HRIS Analyst at Nestoil Plc

We are seeking a detail-oriented and analytical HRIS Analyst to support the effective management, optimization, and reporting of our Human Resources Information System. The role will serve as a key link between HR, IT, payroll, finance, operations, and business leaders, ensuring accurate employee data, reliable HR reporting, efficient system workflows, and compliance with internal controls and data privacy requirements.

As a HRIS analyst you will be responsible for:

• Maintain, configure, and support the HRIS platform and related HR technology modules, including employee records, recruitment, onboarding, payroll interfaces, time and attendance, benefits, performance, learning, and reporting.
• Ensure high standards of data accuracy, integrity, confidentiality, and security across all HR systems through routine audits, data validation, and issue resolution.
• Develop and deliver HR reports, dashboards, and workforce analytics to support decision-making on headcount, manpower planning, turnover, payroll, training, compliance, and employee lifecycle metrics.
• Act as the first point of technical support for HRIS users, resolving system issues, responding to user inquiries, and escalating complex matters to IT, vendors, or system administrators where required.
• Partner with HR, IT, payroll, finance, and operations teams to gather requirements, improve workflows, automate manual processes, and align HR system functionality with business needs.
• Support HRIS projects, upgrades, integrations, testing, and rollouts, including user acceptance testing, change documentation, training materials, and post-implementation support.
• Manage HR data uploads, employee master data changes, organizational structure updates, job codes, position data, approval workflows, and system access requests.
• Monitor system integrations with payroll, finance, access control, learning, recruitment, and other enterprise platforms to ensure timely and accurate data flow.
• Support statutory, regulatory, internal audit, and management reporting requirements relevant to the oil and gas sector, including workforce compliance, contractor data, training records, and manpower reporting.
• Train HR team members and end users on HRIS processes, reporting tools, self-service features, and data management standards.

 What are we looking for?

• Bachelor’s degree in Human Resources, Information Systems, Computer Science, Business Administration, Industrial Relations, Statistics, or a related field.
• Minimum of 3–5 years of relevant experience in HRIS administration, HR operations, HR analytics, payroll systems support, or business systems analysis.
• Hands-on experience or strong working knowledge of SAP SuccessFactors is required, particularly modules such as Employee Central, Recruitment, Onboarding, Performance & Goals, Learning, Compensation, Reporting, and Role-Based Permissions.
• Strong understanding of HR processes, employee data management, payroll interfaces, reporting cycles, and HR service delivery.
• Experience supporting system configuration, data audits, user access management, testing, reporting, and process improvement initiatives.
• Professional certification in HR, HR analytics, project management, data analytics, or HR technology is desirable.

Technical Skills

• Strong proficiency in Microsoft Excel
• Working knowledge of HR dashboards and reporting tools such as Power BI, Tableau, Excel Power Query, or native HRIS reporting modules.
• Ability to support SAP SuccessFactors administration tasks, including user access, workflow configuration, data imports, reporting, system testing, issue troubleshooting, and coordination with implementation partners or vendors.
• Basic to intermediate knowledge of SQL, database concepts, or system integration principles is an advantage.
• Ability to document business requirements, process flows, test scripts, user guides, and standard operating procedures.
• Understanding of data privacy, access control, audit trails, and secure handling of sensitive employee information.

Key Performance Indicators

• Accuracy and completeness of employee master data and HRIS records.
• Timeliness and quality of HR reports, dashboards, and management information.
• Resolution time for HRIS support requests and system issues.
• Successful completion of HRIS upgrades, testing, integrations, and process improvement projects.
• Compliance with data privacy, access control, internal audit, and HR governance standards.
• User adoption and satisfaction with HRIS tools, workflows, and self-service