| Detail | For this role |
|---|---|
| Department | Human Resources |
| Level | Mid level |
| Reports to | HRIS Manager |
| Direct reports | None |
| Experience | 1 to 4 years in HRIS, HR MIS or HR operations |
HRIS Executive job description template
Copy this job description, replace the text in square brackets and post it on your careers page or a job portal.
Job title: HRIS Executive
Department: Human Resources
Reports to: HRIS Manager
Location: [City], [office, branch or site]
About the role
An HRIS Executive keeps the data in the HR system accurate and useful. The role maintains employee and organization master data, runs bulk uploads, prepares standard and ad hoc reports, supports users with login and data issues, and helps test system changes. It reports to the HRIS Manager. A good HRIS executive catches data problems before payroll or a management report exposes them.
Key responsibilities
- Maintain organization masters such as departments, designations, grades, locations and cost codes in the HR system.
- Upload bulk data such as new joiners, holiday lists, opening leave balances and salary revisions through templates, and check the results.
- Update reporting manager and department mappings when employees change teams, so approvals reach the right person.
- Prepare scheduled reports on headcount, attendance, leave, joiners and leavers for HR and managers.
- Build ad hoc reports and data extracts on request, stating the filters and definitions used.
- Resolve user issues such as login problems, missing approvers, wrong leave balances or punch sync gaps, logging each ticket.
- Run weekly checks for duplicates, missing mandatory fields and leavers still marked active.
- Test configuration changes and new features before release, and record the results.
- Keep user access lists current and raise access changes for approval when people join, move or leave.
- Write short user guides with screenshots for common tasks such as applying leave or correcting attendance.
Requirements
- Graduate in computer applications, commerce or science
- An MBA in HR or a certification in an HRMS or ERP HR module is an advantage
- 1 to 4 years in HRIS, HR MIS or HR operations
KRAs and KPIs for a HRIS Executive
Key result areas for the appraisal form, each with a KPI you can measure every month or quarter.
| Key result area | How to measure it |
|---|---|
| Master data accuracy | Master data errors below 0.5 percent at the weekly check |
| Report delivery | Scheduled reports delivered on their due dates every time |
| Ticket resolution | User tickets resolved within 2 working days |
| Upload accuracy | Bulk uploads completed with zero unreconciled rows |
| Mapping updates | Reporting manager mappings updated within 1 working day of an approved change |
| Release testing | Every change tested and signed off before release |
Skills and tools
Tools used day to day: HRMS, Advanced Excel, SQL basics, Ticketing tool, Power BI.
Reporting line and career path
Next roles: HRMS Administrator, HR Analyst, HRIS Manager
Interview questions for a HRIS Executive
- An employee's leave requests go to the wrong approver. Where do you look?
- How do you check a bulk upload of 800 joiners before and after loading it?
- Which Excel functions do you use most in HR data work?
- What would you test after a change to the late mark rule?
- A manager asks for his team's personal phone numbers in a report. What do you check first?
- How do you document a fix so the next person can repeat it?
Managing a HRIS Executive in ZeniaHR
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What does an HRIS executive do?
An HRIS executive maintains the data in the HR system: organization masters, employee records, reporting lines and bulk uploads. They prepare reports, fix user issues such as wrong approvers or balances, run data quality checks, test system changes and keep user access lists up to date.
What skills are required for an HRIS executive?
An HRIS executive needs strong Excel, comfort with bulk upload templates and reports, basic SQL, and a working understanding of HR processes such as attendance, leave and payroll inputs. Patience with users, careful testing and clear documentation are what make the role reliable.
What is the difference between an HRIS executive and an HR analyst?
The HRIS executive looks after the system and its data: masters, uploads, mappings, access and user support. The HR analyst uses that data to produce MIS, dashboards and analysis for decisions. In small HR teams one person often does both, and HRIS executives frequently grow into analyst roles.