Menlo Security Inc.

Analyst

• 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.
• 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.
• 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.
• 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.
• 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.

Senior HRIS Analyst