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Position Summary


The HRIS Administrator evaluates, analyses, and maintains IPA systems including benefits, workforce management, employee records, and applicant tracking systems to ensure the adequacy of the information to the company and its management. The HRIS Administrator will coordinate with various areas of the business to gather key business requirements for HRIS projects. Support the configuration that drives the HR processes such as hiring, transfers, promotions, terminations, workflows, and reporting capabilities. The HRIS Administrator acts as the subject matter expert in relation to HRIS, providing support in the development and implementation of human resources systems process improvement and projects. Accountable to ensure that company policy and employment laws are followed to ensure the company’s overall compliance as related to the HRIS systems. 


This role reports to the Director of Total Rewards, who in turn reports to the Chief People Officer. The Global HR team for IPA is developing an existing agenda to support IPA's mission and strategic purpose. HR is a true business partner for IPA with the CPO forming part of the senior management team.


The Global HR team support supports IPA operations across over 20 countries and therefore the opportunities for this role to add value are truly global. IPA HR introduced NetSuite as HRIS approximately 2-3 years ago. This role provides IPA with even greater opportunities to make our people's data truly valuable. To move from data to information to analytics in our emerging and current AI world.


We really are looking to be challenged in how we can make our data come to life for IPA. The HR function is diverse and wants to do even more. Join us and help us make this a reality.




System Administration (50%)

Oversee and maintain the optimal function of the HRIS, which may include customization, development, maintenance and upgrade to applications, systems, and modules.

Recommend and design ad-hoc reports based on user needs. Respond to user requests for report development by creating the report using built-in reporting tools running relational database queries or working with information systems to develop reports. Perform data analysis to ensure the proper reporting of data and metrics.

Completes setups and software updates, performs user testing, completes associated training of users, and revises documentation. Reviews adjusts, and maintains all HRIS software application reports.

Tests system modifications or enhancements based on organizational or HR needs.

Audits HRIS to ensure system and end-users adhere to standards set forth by management, federal, state, and local authorities.

Monitors HRIS system performance and identifies opportunities for process improvement and potential solutions to HRIS system issues.


Training (20%)

Develop training content and train users on the HRIS systems.

Partners and consults with system users to develop strategies to assess, evaluate, and address issues that impact the HRIS system


Engagement and Administration (30%)

Provide front-end support, troubleshooting, and guidance to HRIS users.

Maintain confidentiality and retention requirements on personnel files and data.

Automate and administer the Performance Management, Merit Review, and other systems in Human Resources.

Refine and automate HR reporting




Required Professional Experience

Proficiency in database management and security.

Experience in analyzing HRIS performance metrics and improving processes.

Experience in performing diagnostic tests and audits, as well as documenting processes.

Proficiency in HRM software, such as ADP, NetSuite a plus.

Exceptional ability to collaborate, provide technical support, and to train staff.

Ability to keep up with innovation and trends in HRIS Administration.

Exceptional interpersonal and communication skills.

Knowledge of Power Business Intelligence (BI)


Required Education

Bachelor’s degree in information systems, computer science, business administration, HR management, or similar 

Minimum of 2 years experience as an HRIS Administrator


IPA's compensation structure is designed based on the labor market for the specific geographic location where the employee is located.  We are offering the following salary ranges for this position:
-  B3 is classified as “Professional” on IPA's global job structure.
-  For US-based employees, the starting annual gross salary is $60,000 with a maximum of $70,000

Actual base salary may vary based upon, but not limited to, relevant experience, base salary of internal peers, business sector, and geographic location.

Reports to

Director Total Rewards



US - Remote: Anywhere within the U.S. where our IPA offices are located or registered ( AZ, CT, FL, GA, MA, MD, MN, NC, NJ, PA, TX, VA, WA, WV.)


Application Deadline

December 13, 2023


About IPA 

Innovations for Poverty Action (IPA) is a research and policy nonprofit that discovers and promotes effective solutions to global poverty problems. IPA brings together researchers and decision-makers to design, rigorously evaluate, and refine these solutions and their applications, ensuring that the evidence created is used to improve the lives of the world’s poor. In recent decades, trillions of dollars have been spent on programs designed to reduce global poverty, but clear evidence of which programs succeed is rare, and when evidence does exist, decision-makers often do not know about it. IPA exists to bring together leading researchers and these decision-makers to ensure that the evidence we create leads to a tangible impact on the world. Since its founding in 2002, IPA has worked with over 600 leading academics to conduct over 830 evaluations in 52 countries. This research has informed hundreds of successful programs that now impact millions of individuals worldwide.



IPA's Commitment to Diversity, Equity, & Inclusion (DEI) 


As an organization, IPA is dedicated to improving the lives of the world's most vulnerable populations through evidence and policy. We also recognize how important it is for our staff to reflect the diversity of the places where we work and the communities we work with. As such, IPA is committed to hiring from a diverse pool of candidates, from a range of backgrounds, beliefs, experiences, and perspectives. We know that this makes our work stronger and more responsive to the challenges faced by those we work with and for and we encourage people from historically underrepresented groups to apply. Click here to learn more about IPA’s commitment to diversity, equity, and inclusion.





Innovations for Poverty Action is an affirmative action-equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other protected class. IPA will endeavor to make a reasonable accommodation to a qualified applicant with a disability unless the accommodation would impose an undue hardship on the operation of our business. If you believe you require such assistance to complete this form or to participate in an interview, please contact us at jobs@poverty-action.org or via phone at 1-202-386-6200. The above statements are intended to describe the general nature and level of the work to be performed by the specified position. The statements are not intended to be an exhaustive list of all possible duties, tasks, and responsibilities. Management reserves the right to amend and change responsibilities to meet organizational needs as necessary. Please note that IPA will never request any form of payment from an applicant. Applicants are encouraged to confirm the information listed above with IPA prior to releasing any extensive personal information to the organization. Please direct questions to jobs@poverty-action.org. Please note that only qualified applicants will be contacted by the hiring manager.





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