HRIS Analyst

We’re looking for an HRIS Analyst who is passionate about HR technology, data, and finding better ways to work. This role will support the day-to-day administration, optimization, and continuous improvement of our HR technology environment in a fast-paced, growing organization. You’ll be a hands-on partner to HR, Payroll, IT, Talent Acquisition, Benefits, and field teams-helping ensure our HCM systems are accurate, connected, easy to use, and supporting the needs of a growing workforce.The ideal candidate is comfortable working in a dynamic environment where priorities can change quickly. You’re naturally curious, enjoy troubleshooting problems, understand how HR data moves across systems, and look for opportunities to simplify and automate processes., * Provide day-to-day administration and support of our HRIS/HCM environment, including employee lifecycle transactions, organizational data, workflows, security/access, and system maintenance.

• Serve as a first point of contact for HR and business users, troubleshooting system issues and resolving or escalating problems as appropriate.
• Research system issues, identify root causes, and recommend practical solutions rather than simply resolving the immediate issue.
• Maintain accurate, secure, and reliable employee data across HR systems.
• Support system configuration, enhancements, upgrades, and ongoing optimization.
• Support enterprise HCM platforms such as Workday, Dayforce, ADP Workforce Now, UKG, Oracle HCM, or similar systems.
• Monitor and troubleshoot integrations and data feeds between the HCM and other systems, including payroll, timekeeping, benefits, ATS/recruiting, onboarding, background screening, and other third-party platforms.
• Partner with IT and vendors to investigate integration errors, data discrepancies, and system issues.
• Understand how changes in one HR system can impact downstream processes, data, reporting, and integrations.
• Support data mapping, validation, reconciliation, and testing for system changes and integrations.
• Analyze HR data and translate findings into clear, actionable insights for HR and business partners.
• Support workforce reporting, including headcount, turnover, hiring, organizational changes, and other key people metrics.
• Identify opportunities to automate recurring reports and reduce manual processes.
• Develop and execute test scenarios, including user acceptance testing (UAT), regression testing, and data validation.
• Document processes, system changes, and solutions to support consistency and knowledge sharing.
• Support new functionality rollouts and help drive adoption through training, communications, and user support.
• Partner closely with HR, Payroll, Benefits, Talent Acquisition, Finance, IT, and field leadership to understand business needs and translate them into effective HR technology solutions., Select… What is your desired pay range?* Select… Are you at least 21 years old?* Select… Are you a current or former Curaleaf employee?* Select… Will you now or in the future require sponsorship for employment?* Select…

Please note that U.S. immigration rules and regulations are governed by federal law; not state law. Although Curaleaf operates in states that have legalized and decriminalized marijuana, it is still considered a controlled substance under federal regulations and thus illegal under federal law. For this reason, unless and until federal law changes, Curaleaf is prohibited from offering sponsorship for any nonimmigrant or immigrant visas.

Please also note that while candidates who are Lawful Permanent Residents (such as those with Green Cards) are eligible for employment with, and are hired by Curaleaf, working for a company engaged in a business that grows and sells a product that is illegal under federal law might compromise the candidate’s immigration status. Before a Lawful Permanent Resident accepts an offer of employment, Curaleaf recommends that the candidate seek the advice of an immigration lawyer.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Curaleaf ‘s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. Gender Select… Are you Hispanic/Latino? Select… Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A “disabled veteran” is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service.

An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Veteran Status Select…

• 2-4 years of experience in HRIS, HCM, HR technology, HR operations, people analytics, or a related field.
• Hands-on experience administering or supporting at least one enterprise HCM platform, such as Workday, Dayforce, ADP Workforce Now, UKG, Oracle HCM, or similar.
• Experience supporting HCM integrations, interfaces, data feeds, or system-to-system data exchanges.
• Understanding of core HR processes and the employee lifecycle, including hiring, onboarding, job/organizational changes, compensation, benefits, timekeeping, and termination.
• Experience with HR reporting, data analysis, data audits, and reconciliation.
• Strong Excel skills and the ability to work comfortably with large data sets.
• Experience with system testing, UAT, troubleshooting, and/or system enhancements.
• Strong analytical and problem-solving skills with the ability to investigate issues and identify root causes.
• Ability to translate business needs into practical technology and process solutions.
• Strong communication and customer-service skills with the ability to work effectively with both technical and non-technical stakeholders.
• Ability to prioritize multiple projects and work independently in a fast-paced, high-growth environment.
• High level of discretion and commitment to protecting confidential employee information., * Experience supporting an HCM implementation, migration, acquisition, or major system enhancement.
• Experience working with Workday, Dayforce, ADP Workforce Now, UKG, or Oracle HCM integrations.
• Experience with APIs, SFTP, middleware, EIBs, connectors, or other integration technologies.
• Experience supporting payroll, timekeeping, benefits, recruiting/ATS, or onboarding integrations.
• Experience with HR dashboards, workforce analytics, or BI tools such as Power BI.
• Experience in a high-growth, startup, retail, manufacturing, CPG, or multi-location environment.
• Experience working with third-party HR technology vendors.
• A Bachelor’s degree in Human Resources, Information Systems, Business, Data Analytics, or a related field is preferred, but equivalent experience will be considered.

$85,000 - $100,000 USD

What We Offer:

• Career Growth Opportunities
• Competitive Pay and Benefits
• Generous PTO and Parental Leave
• 401(K) Retirement Plan
• Life/ Disability Insurance
• Community Involvement
• Referral Bonuses and Product Discounts

Benefits vary by state, role type, and eligibility.

Follow us on Social Media: Instagram: @curaleaf.usa Twitter: @Curaleaf_Inc LinkedIn: Curaleaf LinkedIn, School Select… Degree Select… Discipline Select…

At Curaleaf, we’re redefining the cannabis industry with a strong commitment to quality, expertise, and innovation. As a leading global cannabis provider, our brands-including Curaleaf, Select, and Grassroots-offer premium products and services in both medical and adult-use markets.

Our Vision: To be the world’s leading cannabis company by consistently delivering superior products and services and driving the global acceptance of cannabis.

Our Values:

• Lead and Inspire.
• Commit to Win.
• ONE Curaleaf.
• Driven to Deliver Excellence.

Curaleaf is an equal opportunity employer. Curaleaf recruits, employs, trains, compensates, and promotes regardless of race, religion, color, national origin, gender identity, sexual orientation, physical ability, age, veteran status, and other protected status as required by applicable law.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Individuals adversely impacted by the war on drugs are encouraged to apply.

Current Curaleaf employees should apply for open positions through our Internal Job Board, which can be accessed via the link on The Leaf.

***Please note that U.S. immigration rules and regulations are governed by federal law; not state law. Although Curaleaf operates in states that have legalized and decriminalized marijuana, it is still considered a controlled substance under federal regulations and thus illegal under federal law. For this reason, unless and until federal law changes, Curaleaf is prohibited from offering sponsorship for any non-immigrant or immigrant visas.

***Please also note that while candidates who are Lawful Permanent Residents (such as those with Green Cards) are eligible for employment with, and are hired by Curaleaf, working for a company engaged in a business that grows and sells a product that is illegal under federal law might compromise the candidate’s immigration status. Before a Lawful Permanent Resident accepts an offer of employment, Curaleaf recommends that the candidate seek the advice of an immigration lawyer.