HRIS Analyst - CCM

Carlisle Companies is a leading manufacturer of building envelope products and solutions that make buildings more energy efficient, durable, and sustainable.

We deliver roofing, insulation, waterproofing, and architectural systems for commercial and residential projects using a focus on innovation and continuous improvement to solve today’s challenges.

We’re equally committed to our people, prioritizing safety, inclusion, career growth development, tuition assistance, and excellent benefits.

With manufacturing, engineering, R&D, and corporate functions across North America and globally, Carlisle offers stability, agility, and opportunity in a performance-driven culture. Do meaningful work and shape the future of building solutions; apply today and come grow with us.

The HRIS Analyst is the day-to-day operational owner of the HR systems support queue and the reporting function built on top of it. Working primarily in ADP Vantage HCM, this role resolves employee, manager, and HR service tickets; maintains and tests system configuration; and produces the standard and ad hoc reporting that HR, Finance, and business leaders rely on to make workforce decisions.

This is a hands-on role with two distinct measures of success: tickets resolved accurately and within service-level targets, and reporting that is timely, reconciled, and trusted by the people who consume it.

Essential Duties and Responsibilities

Ticket and Case Management — approximately 50%

• Serve as first- and second-tier support for the HRIS ticket queue, triaging requests from employees, managers, HR partners, Payroll, and Benefits.
• Diagnose and resolve issues in HRIS systems across core HR, position and organizational data, time and attendance, benefits enrollment, and employee/manager self-service access.
• Own tickets end to end: acknowledge, investigate, resolve or escalate, document root cause, and confirm resolution with the requester.
• Meet or exceed defined service-level agreements for response and resolution time; proactively surface aging or at-risk tickets.
• Escalate platform defects and unresolved issues to ADP support, tracking cases through closure and communicating status internally.
• Execute mass data changes and transactional corrections, applying appropriate validation and audit steps before and after each load.
• Identify recurring ticket themes and convert them into permanent fixes — configuration changes, process adjustments, job aids, or targeted training — to reduce inbound volume.
• Maintain the HRIS knowledge base, standard operating procedures, and end-user documentation.
• Process security role and system access requests in line with established approval and segregation-of-duties requirements.

Reporting and Analytics — approximately 30%

• Design, build, and maintain standard and ad hoc reports using ADP Vantage HCM reporting tools and ADP DataCloud.
• Deliver the recurring reporting calendar: headcount and roster, turnover and retention, staffing and requisition activity, compensation, time and attendance exceptions, benefits enrollment, and EEO-1/AAP and other regulatory reporting.
• Build and maintain HR dashboards and scorecards for HR leadership and business unit management, including documented metric definitions and refresh procedures.
• Reconcile HRIS data against Payroll, Finance, and benefit carrier sources; research and resolve variances before reports are distributed.
• Translate ambiguous business questions into clear data requirements and then into repeatable reports; validate with requesters that the output answers the question actually asked.
• Analyze workforce trends and provide written commentary explaining what the data shows, not just what it says.
• Support audit, compliance, and legal data requests, including documentation of report logic and data lineage.
• Automate manual and spreadsheet-based reporting where practical, and retire redundant reports.

Data Integrity, Configuration, and Projects — approximately 20%

• Run cyclical data audits and error-correction routines; own the remediation plan for identified exceptions.
• Configure and test system tables, codes, workflows, and business processes; document all changes under established change-control procedures.
• Test ADP releases, patches, and new functionality ahead of production deployment; document results and communicate user-facing impacts.
• Monitor interfaces and data feeds between ADP Vantage HCM and downstream systems, coordinating resolution of failures.
• Participate in HRIS projects including module rollouts, acquisition data conversions, open enrollment, and annual compensation and performance cycles.

Required

• Three or more years of HRIS or HR operations experience with hands-on responsibility for an enterprise HCM platform.
• Demonstrated experience resolving HR system support tickets in a queue-based environment with defined service levels.
• Proven ability to build reports independently — selecting fields, defining logic and filters, validating output, and presenting results.
• Advanced Microsoft Excel skills, including pivot tables, lookup and reference functions, and large-dataset manipulation.
• Working knowledge of core HR, payroll, and benefits data structures and how upstream data errors affect downstream systems.
• Demonstrated discretion in handling confidential employee and compensation data.
• Clear written and verbal communication with both technical and non-technical audiences.

Preferred

• Bachelor's degree in Human Resources, Information Systems, Business Analytics, or a related field; an equivalent combination of education and directly relevant experience will be considered.
• Direct experience with ADP Vantage HCM or ADP WorkforceNow, including its reporting tools and ADP DataCloud.
• Experience with a formal ticketing or case management system such as ServiceNow, Jira Service Management, or Zendesk.
• Experience building dashboards in Power BI, Tableau, or a comparable visualization tool.
• Familiarity with SQL for data extraction and validation.
• Experience in a multi-site, multi-legal-entity, or manufacturing environment.
• Exposure to HRIS work through acquisitions, divestitures, or system consolidations.
• HR certification (PHR, SHRM-CP) or a relevant analytics credential.

At Carlisle, our culture is grounded in a shared commitment to our core values: Start with Safety, Focus on Customers, Act with Integrity, Pursue Excellence, Better Every Day, Drive Innovation, and Deliver Results. These values are not just words — they guide our behaviors, decisions, and actions every day. They are the foundation of our business and the reason for our continued success.

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