HR People Analytics.

Overview

The Sr. Analyst, HR Analytics is a senior individual contributor who plays a critical role in enabling data-driven decision-making across the HR function. This person is responsible for turning ambiguous people and workforce-related business questions into clear, actionable insights. This role requires taking a consultative approach to problem solving by partnering with HR Business Partners to help solve talent challenges and planning. This person will utilize their understanding and analyses of large-scale HR data across multiple HR disciplines to provide accurate, timely, and relevant data-driven insights.

How You Would Contribute

• HR Analytics Consultation: Work closely with HR Business Partners and other stakeholders to understand their data needs and provide insights that support their strategic objectives.
• Data Storytelling: Ability to synthesize analytical findings into clear, audience-appropriate narratives and visualizations that connect insights to business decisions and drive action.

Qualifications

Education

• Bachelor’s degree in Statistics, Mathematics, Economics, Business, or another related field.

Experience

2-3+ years of experience developing HR dashboards and data visualization solutions.

Skills/Certifications

• Analytical Skills: Strong ability to analyze large-scale, complex HR data sets across multiple HR functions (e.g., HCM, ATS, L&D, ).
• Technical Proficiency: High proficiency in Excel, statistical analysis tools or scripting environments, and building dashboards and data visualizations in at least one enterprise BI or analytics platform. Ability to execute analytical workflows using AI-assisted guidance.
• Learning Agility: Demonstrated ability to quickly adopt new analytics platforms and tools; comfort navigating unfamiliar technical environments using available resources including AI-based guidance.
• Communication Skills: Excellent written and verbal communication skills to effectively present data insights to non-technical stakeholders.
• HR Knowledge: Knowledge of HR functions and processes to enable the identification of relevant data-driven insights to improve people processes and drive HR decision making.
• Problem-Solving: Ability to identify problems, develop solutions, and drive change through data-driven insights.
• Attention to Detail: High level of accuracy and diligence in data analysis and reporting.

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