Senior 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 pro…