Senior HRIS Analyst - Fixed term Contract - 12 months

The Senior HRIS Analyst is a hands-on fixed term role responsible for improving the stability, effectiveness, and overall quality of Watson-Marlow’s people systems environment. The role requires a strong grasp of HR systems, data integrity, and operational process, alongside the ability to work with pace and judgement across day-to-day support and longer-term improvement activity. The immediate priority is to help create a more reliable HR systems foundation. This includes improving system administration, strengthening data quality, tightening processes and controls, and working with HR teams to ensure people information is accurate, consistent, and trusted. Alongside day-to-day system support, the role will review connectivity between HR systems and related platforms, identify improvement opportunities, and contribute informed recommendations to the development of the longer-term HR systems roadmap. This role will help bring greater structure, consistency, and control to the current HR systems environment while supporting practical improvements over the contract period. The role is offered on an initial 12-month fixed-term contract, with the possibility of extension. Key accountabilities include: Lead the day-to-day stabilisation of Watson-Marlow’s HR systems environment, with a focus on improving reliability, user experience, and operational effectiveness. Improve the accuracy, consistency, and completeness of people information across HR systems, helping create a stronger foundation for reporting, analytics, and decision-making. Review current HR systems processes, controls, and data flows, identifying root causes of issues and delivering practical improvements that strengthen quality and consistency. Provide hands-on support for system administration, configuration, workflows, security, and routine change activity, acting as a senior specialist point of contact for complex issues. Coordinate HRIS issues, priorities, and improvement activity across HR, IT, Group HRIS, and external vendors, helping ensure timely resolution and clear ownership. Work closely with the Reward and People Analytics team to support reporting, data quality, analytics requirements, and future systems capability. Review connectivity between HR systems and related platforms, identifying risks, gaps, and opportunities to improve how data moves across the landscape. Contribute practical input to the longer-term HR systems roadmap, drawing on current issues, dependencies, business needs, and improvement priorities. Document key system processes, ownership, controls, and ways of working to improve clarity, resilience, and continuity. Manage workload effectively across operational support and longer-term improvement activity, using sound judgement to prioritise what matters most.