HRIS Analyst

Menlo Security is the leader in Browser Security for human and agentic workforces. Our mission is to enable humans and agents to connect, communicate, and collaborate securely, without compromise. The Menlo Browser Security Platform protects organizations from cyberattacks by stopping threats across the web, documents, and email before they reach the user. With Menlo Agent Runtime Security (MARS), that protection now extends to the AI agents working alongside every employee. Menlo Security is trusted by major global businesses, including Fortune 500 companies and government agencies, to protect their most valuable asset, their data, and is backed by top-tier investors.

About the Role

We are looking for a Senior HRIS Analyst to be the strategic and operational owner of our entire HR technology stack. This role goes well beyond HRIS administration — you own the full ecosystem of tools that power the People team, including our HRIS, ATS (Ashby), HR ticketing system, and any future tools we bring on. You bring a data architecture mindset, lead integration decisions across the stack, and proactively surface workforce insights that drive business decisions. You operate with a high degree of independence, set the direction for how the People team uses technology and data, and are the person who sees around corners before problems land. If you are energized by owning a complex, interconnected tech stack and being a strategic partner to HR leadership, this role is for you.

What You’ll Do

HR technology ownership

Own the full HR technology stack — HRIS, ATS (Ashby), HR ticketing system, and any additional platforms the People team uses or adopts.

Serve as the system admin across all HR tools — responsible for data integrity, user access, configuration, and ensuring each platform is performing as expected.

Own all integrations across the HR tech stack — architecture decisions, maintenance of existing data feeds, and a proactive roadmap to eliminate manual entry through automation.

Lead the evaluation and implementation of new HR technology, bringing a point of view on build vs. buy, integration complexity, and long-term scalability.

Own manual data entry for non-integrated systems as an interim measure while driving automation solutions to close those gaps.

Serve as the escalation point for system issues and complex tool questions from HR partners, managers, and employees.

People analytics & reporting

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.

Proactively surface data insights — identifying patterns, flagging risks, and bringing analysis to leadership before they ask for it.

Leverage AI tools including Claude to accelerate analytics, automate reporting, and help the team work more efficiently with data.

Fulfill compliance data requests from Legal, GRC, Finance, and HR leadership with accuracy and speed.

Build self-service reporting that reduces ad-hoc data requests and enables the People team to work more independently.

ATS & recruiting tech

Own Ashby configuration, workflows, and data integrity — ensuring the ATS supports an efficient and consistent recruiting process.

Partner with HR leadership and recruiting stakeholders to optimize Ashby workflows, reporting, and integrations with the broader HR tech stack.

Ensure clean data flow between Ashby and the HRIS so that new hire records are accurate from day one.

Employee lifecycle data support

Ensure the HRIS accurately and quickly reflects onboarding, offboarding, and employment changes across all regions, partnering with HR to catch and resolve discrepancies.

Partner with Finance and IT to ensure cross-system data flows are reliable and troubleshoot integration failures when they arise.

Own

Process improvement & automation

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.

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.

Contribute to broader People Ops projects and help HR leadership make better decisions through technology and data.

Qualifications

We are looking for someone with 6+ years of experience in HR systems administration and people analytics, with demonstrated ownership of an enterprise HRIS platform —Rippling, BambooHR, HiBob, or equivalent — and hands-on experience managing an ATS such as Ashby, Greenhouse, or Lever. You should have direct experience architecting and managing system integrations across a multi-tool HR stack, building people analytics dashboards in Tableau or a comparable BI tool, and leading HRIS or HR tech implementation projects. Experience with SQL or data pipeline tooling is a meaningful plus. Familiarity with AI tools for analytics and automation is an advantage.

You bring a technology leadership mindset — you think about how systems connect, where data breaks down, and how to build an HR tech stack that scales. You operate independently, communicate clearly with both technical and non-technical stakeholders, and are comfortable setting direction on HR technology strategy in partnership with HR leadership. A bachelor's degree in Information Systems, Business Analytics, Human Resources, or a related field is preferred.

What Great Looks Like in This Role

Strategic: You bring a point of view on HR technology — not just maintenance, but recommendations on what the team should adopt, integrate, and retire, and why.

Stack-minded: You think across the full HR tech ecosystem — HRIS, ATS, analytics, ticketing — and proactively identify where tools, data, and people are not connecting well.

Data-driven: You treat data quality as a personal standard and build analytics that leadership actually trusts and uses to make decisions.

Independent: You own your domain and operate without day-to-day direction — bringing issues and opportunities to leadership rather than waiting to be asked.

Proactive: You surface insights and flag risks before they become problems, and you bring a technology roadmap rather than just a status update.

Collaborative: You make the whole People team more effective and are a trusted partner to Finance, IT, and HR

Our Compensation and Benefits

At Menlo Security, Base Salary is one part of our competitive total compensation and benefits package and is determined using a salary range. The base salary range for this role is $90,000- $130,000.

In accordance with NY, CO, CA, and WA law, the range provided is Menlo Security’s reasonable estimate of the base compensation for this role. The actual amount may be higher or lower, based on non-discriminatory factors such as experience, knowledge, skills, abilities, and location. All employees may be eligible to become Menlo Security shareholders through eligibility for stock-based compensation grants, which are awarded to employees based on company and individual performance.

Menlo Security does not accept unsolicited resumes from search firm recruiters. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of Menlo Security.

Menlo Security is an equal opportunity employer. All aspects of employment will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

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