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HR Analyst (Recruitment Operations & HR Analytics)
Job Summary
Join Our Team and Help Strengthen HR Operations at SHA
The Seattle Housing Authority (SHA) is looking for an HR Analyst to support recruitment operations, HR data systems, and workforce reporting. This role is ideal for someone who enjoys bringing clarity to complex processes, improving systems, and using data to help teams make better decisions.
Why This Role Matters
Your work will directly support SHA’s mission by helping:
Recruitment Operations:
Work Schedule
The first 90 days are fully in-office, Monday through Friday. After onboarding, the role shifts to a hybrid schedule with Tuesday and Wednesday on-site, up to three remote days each week, and occasional local travel to other SHA locations or recruitment events.
The Location: 101 Elliott Ave W, Seattle, WA 98119
Why Should You Apply?
SHA values your unique background and perspective - we encourage you to apply even if you don’t meet every listed qualification. Learn more in our diversity and application equity statement.
About The Organization: The Seattle Housing Authority (SHA) is a mission-driven leader in affordable housing, headquartered on Elliott Avenue West with sweeping views of Elliott Bay and the Puget Sound. With additional field offices across Seattle, we’re committed to expanding housing opportunities, strengthening communities, and supporting a workplace where people grow and thrive.
How to Apply : To apply, complete the online NeoGov application by clicking the Apply button in the upper right-hand corner of this posting.
Application Tips
Seattle Housing Authority (SHA) is pleased to offer an excellent benefits package for Regular and Project full-time and part-time employees scheduled to work at least 80 hours per month. (Temporary and On-Call positions are not eligible for the full benefits package).
The following is a brief summary of the SHA benefit programs:
Eligibility
As a new hire, your coverage begins on the first calendar day of the month if your hired date is on the first of that month. Otherwise, your coverage begins on the first of the following month.
Medical
Employees may select from four medical plans – Kaiser Permanente Standard Plan, Kaiser Permanente Deductible Plan, City of Seattle Preventive Plan, and City of Seattle Traditional Plan.
The monthly cost for each of the plans are as follows:
Kaiser Permanente Standard Plan is $48.40 with or without children or $99.90 with spouse/domestic partner with or without children
Kaiser Permanente Deductible Plan is $25.00 with or without children or $56.92 with spouse/domestic partner with or without children
City of Seattle Preventive Plan is $48.12 with or without children or $98.50 with spouse/domestic partner with or without children
City of Seattle Traditional Plan is $0 with or without children or $32.34 with spouse/domestic partner with or without children
Dental
Employees may select from two dental plans - Delta Dental, an incentive plan, or Dental Health Services, a managed care plan. Our dental plans include coverage for eligible dependents and are paid for by SHA.
Vision
SHA offers two vision plans through VSP Vision Care. The Basic plan is fully paid for by SHA. The Vision Buy-Up plan is paid for by the employee. The Buy-Up plan provides more frequent coverage of lenses, frames, and contact lenses and includes coverage of progressive lenses.
Long Term Disability Insurance
If you are disabled, the Basic Plan will be combined with other sources of income to pay you up to $400 a month after a 90-day waiting period. Employees may purchase long-term disability coverage that provides up to 60% of gross monthly salary during disability.
Long Term Care Insurance
Long term care benefits provide for services such as home care, assisted living, and nursing home care. Varying levels of coverage and service options are available at low group rates through Unum.
Group Term Life (GTL) Insurance
You can select from one of two plans - Basic GTL, which is one-and-a-half times your annual earnings or Limited Basic GTL of $50,000.00. SHA will contribute 40% of the cost for the GTL insurance.
If you have elected Basic GTL, you may purchase supplemental term life insurance for yourself, your spouse/domestic partner, and your dependent children. The maximum amount of supplemental life insurance available is four times your annual income for the employee, 50% of the amount of coverage you elect for the spouse, and $2,000, $5,000 or $10,000 for children.
Accidental Death & Dismemberment (AD&D) Insurance
SHA offers an employee-paid group AD&D insurance plan. An employee may cover themself or a family member for amounts from $25,000 to $500,000 in $25,000 increments. AD&D insurance pays a death benefit if the insured person dies due to an accident or a percentage of the full insurance amount if the covered person loses a limb.
Retirement Plan
Public Employees' Retirement System (PERS) membership is defined by Washington State statutes and is mandatory if you are hired into an eligible position. However, if you are retired from or have been a member of the City of Seattle, Spokane or Tacoma Employee's Retirement System, your PERS enrollment must be verified and approved by the Washington State Department of Retirement System.
Flexible Spending Account (FSA)
Employees have the option of making pre-tax contributions to pay for IRS eligible expenses. There are two accounts: a Health Care Flexible Spending Account and a Dependent Care Flexible Spending Account. Employees can sign up for one or both accounts.
Leave Benefits
Annual Leave is provided for vacation and personal time off. First year employees earn up to 3.84 hours per bi-weekly pay period (100 hours annually), increasing incrementally due to service years - up to 7.69 per hours per pay period at 25 years of service (200 hours annually). Leave hours for part time staff are pro-rated. There is a 240-hour annual carryover limit for annual leave.
Sick leave is provided for health care and related appointments. Employees earn 3.69 hours per pay period. Hours for part time staff are pro-rated. There is no maximum or carryover limit for sick leave.
Seattle Housing Authority has ten legal and personal holidays, as detailed below.
New Year's Day
Dr. Martin Luther King Jr. Day
Presidents Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Thanksgiving Day
The day following Thanksgiving
Christmas Day
Up to three personal holidays are granted to regular employees each calendar year. They are available to be scheduled in advance by the employee with supervisor approval.
Unless specified otherwise in a collective bargaining agreement, regular employees hired between January 1 and May 31 are granted three personal holidays. If hired from June 1 until November 10, two personal holidays are granted. If hired beginning November 11 or later, no personal holidays are granted until January 1.
Pay for Performance Program & Merit Awards
Regular Administrative non-represented staff are eligible for Merit Pay and Merit Leave awards based on their annual performance evaluation, as well as on the agency's fiscal year performance from January through December of each year. An employee's merit awards are based on the employee's performance rating, the position of the employee's salary within the salary range, and the fiscal performance of the agency. For new and promoted employees, the merit awards will be pro-rated based on length of time in the current position during the calendar year.
Public Service Loan Forgiveness (PSLF)
As an SHA employee, you may be eligible for federal Public Service Loan Forgiveness. This federal program was created to assist full-time public service professionals in reducing their federal student loan debt burden.
Employee Transportation Program
A discount commuter ORCA Passport is offered for use on Metro, Community Transit, Pierce Transit, Kitsap Transit, Everett Transit, Sound Transit, Link Light Rail, Sounder Commuter Train routes. It can also be used on the Seattle Center Monorail. ORCA Passport also provides reduced or fully covered fares on most vanpool routes.
Additionally, an Emergency Ride Home Program, bike racks at various sites, and shower facilities at several offices are also provided, along with discount Zipcar membership (if accepted). Finally, group discount parking is available for registered vanpools in certain areas.
Flex-Time
With supervisor approval, work hours may be scheduled around core hours of 8:00 am to 5:00 pm or a compressed 4/10 workweek. This option is not available for every position.
Telework
With supervisor approval, employees can perform assigned duties from home at certain times. This option is not available for every position.
Employee Assistance Program
Confidential counseling, referral, and information services are available through Wellspring Family Services.
Washington Deferred Compensation Program
Tax deferred savings plans are available through the Washington State Department of Retirement Systems' Deferred Compensation Program.
01
Do you meet the minimum requirements for this position?
Please note that SHA does not accept external attachments for resumes and cover letters. Did you update the education and work history sections of your application with your latest information?
This position requires working onsite at our Seattle Office Monday through Friday from 8:00 AM to 4:30 PM for the first 90 days, with the option for up to three remote workdays per week thereafter. Are you able to meet this requirement?
How many years of professional experience do you have working in Human Resources?
Which of the following areas have you worked in professionally? (Check all that apply)
Which HR systems or related platforms have you used in a professional setting? (Check all that apply)
Which tools have you used to develop reports or dashboards? (Check all that apply)
What best describes your experience developing dashboards or reports used by others in your organization?
Which best describes your experience supporting recruitment operations?
Which best describes your experience serving as a lead resource within an HR team?
What best describes your experience coordinating projects or operational improvements?
How have you used workforce or HR data in your role?
How comfortable are you explaining HR systems, processes, or data to non-technical audiences (such as managers or leadership)?
How would you describe your experience using Power BI or similar tools?
Which best describes your experience ensuring HR reports or dashboards contain accurate data?
Describe a time when you identified a problem with an HR process, report, or system workflow. What was the issue, what steps did you take to address it, and what was the outcome?
17
Describe a report or dashboard you created or used to help managers or leadership make a decision. What information did it provide and how was it used?
Join Our Team and Help Strengthen HR Operations at SHA
The Seattle Housing Authority (SHA) is looking for an HR Analyst to support recruitment operations, HR data systems, and workforce reporting. This role is ideal for someone who enjoys bringing clarity to complex processes, improving systems, and using data to help teams make better decisions.
Why This Role Matters
Your work will directly support SHA’s mission by helping:
- Ensure recruitment processes are consistent, compliant, and efficient
- Provide reliable HR data and dashboards to inform leadership decisions
- Improve HR systems and reporting workflows
- Support hiring managers navigating the recruitment process
-
Coordinate HR projects that improve operational efficiency
Recruitment Operations:
- Serve as a lead resource ensuring recruitment and onboarding processes run smoothly
- Guide hiring managers and HR staff on timelines, processes, and strategies
- Monitor workflows and documentation for consistency and compliance
- Troubleshoot complex recruitment issues and recommend solutions
-
Maintain recruitment tools, templates, and documentation
- Develop and maintain HR dashboards, reports, and data tools
- Analyze workforce data and translate findings into clear insights
- Monitor automated reports for accuracy
- Troubleshoot reporting issues and resolve data inconsistencies
-
Support recurring workforce reporting for HR and agency leadership
- Support HR staff and managers navigating HR systems and workflows
- Troubleshoot issues with recruitment systems and reporting tools
- Identify opportunities to streamline processes and reduce manual work
-
Partner with IT on reporting tools, integrations, and data access
- Lead and coordinate HR operational projects across teams
- Develop timelines, track progress, and escalate barriers
- Support implementation of improvements to recruitment, reporting, and workflows
-
Assist with operational contracts and reporting requirements
- Train hiring managers on recruitment processes
- Support HR staff in using HR software and reporting tools
-
Develop and maintain SOPs, guides, and documentation
- Bachelor’s degree in HR, Business/Public Administration, or a related field, or equivalent experience.
- Five years of progressively responsible HR experience, including work in areas such as:
- Recruitment operations
- HR data/reporting
- HRIS or workforce systems
- Training and consultation on HR processes
- Experience developing dashboards and reports using tools like Power BI, Power Query, Tableau, or similar platforms.
- Experience coordinating projects or process improvements and serving as a lead resource or subject matter expert within an HR team.
-
Strong ability to analyze information, solve operational problems, and communicate effectively with managers and staff across an organization.
- Creating reporting tools used by leadership or executives.
- Supporting recruitment operations in public sector or civil service environments.
- Working with HRIS or applicant tracking systems such as Dayforce, JD Edwards EnterpriseOne, Kronos, or NeoGov.
-
Coordinating cross-team operational improvements or multi-stakeholder projects.
Work Schedule
The first 90 days are fully in-office, Monday through Friday. After onboarding, the role shifts to a hybrid schedule with Tuesday and Wednesday on-site, up to three remote days each week, and occasional local travel to other SHA locations or recruitment events.
The Location: 101 Elliott Ave W, Seattle, WA 98119
Why Should You Apply?
- Our Culture: SHA offers a supportive, energetic workplace where collaboration and growth thrive. Our talented team has helped make us a nationally recognized leader in affordable housing and community development.
- Competitive Salary
- Comprehensive Benefits
- Medical, dental, and vision insurance
- Public Employees’ Retirement System (PERS)
- Generous paid leave and holidays
- Work-Life Balance
- Reasonable hours
- Opportunity for part-time remote work (dependent on the position)
- Professional Development
-
On-the-job training and growth opportunities
SHA values your unique background and perspective - we encourage you to apply even if you don’t meet every listed qualification. Learn more in our diversity and application equity statement.
About The Organization: The Seattle Housing Authority (SHA) is a mission-driven leader in affordable housing, headquartered on Elliott Avenue West with sweeping views of Elliott Bay and the Puget Sound. With additional field offices across Seattle, we’re committed to expanding housing opportunities, strengthening communities, and supporting a workplace where people grow and thrive.
How to Apply : To apply, complete the online NeoGov application by clicking the Apply button in the upper right-hand corner of this posting.
Application Tips
- Update the Work Experience and Education sections with your most current information. Note: SHA does not accept external attachments such as resumes or cover letters.
- Complete the Agency-Wide questions. Even if you’ve applied to SHA before, please review and update your responses.
-
Respond to any Supplemental Questions, if applicable.
Seattle Housing Authority (SHA) is pleased to offer an excellent benefits package for Regular and Project full-time and part-time employees scheduled to work at least 80 hours per month. (Temporary and On-Call positions are not eligible for the full benefits package).
The following is a brief summary of the SHA benefit programs:
Eligibility
As a new hire, your coverage begins on the first calendar day of the month if your hired date is on the first of that month. Otherwise, your coverage begins on the first of the following month.
Medical
Employees may select from four medical plans – Kaiser Permanente Standard Plan, Kaiser Permanente Deductible Plan, City of Seattle Preventive Plan, and City of Seattle Traditional Plan.
The monthly cost for each of the plans are as follows:
Kaiser Permanente Standard Plan is $48.40 with or without children or $99.90 with spouse/domestic partner with or without children
Kaiser Permanente Deductible Plan is $25.00 with or without children or $56.92 with spouse/domestic partner with or without children
City of Seattle Preventive Plan is $48.12 with or without children or $98.50 with spouse/domestic partner with or without children
City of Seattle Traditional Plan is $0 with or without children or $32.34 with spouse/domestic partner with or without children
Dental
Employees may select from two dental plans - Delta Dental, an incentive plan, or Dental Health Services, a managed care plan. Our dental plans include coverage for eligible dependents and are paid for by SHA.
Vision
SHA offers two vision plans through VSP Vision Care. The Basic plan is fully paid for by SHA. The Vision Buy-Up plan is paid for by the employee. The Buy-Up plan provides more frequent coverage of lenses, frames, and contact lenses and includes coverage of progressive lenses.
Long Term Disability Insurance
If you are disabled, the Basic Plan will be combined with other sources of income to pay you up to $400 a month after a 90-day waiting period. Employees may purchase long-term disability coverage that provides up to 60% of gross monthly salary during disability.
Long Term Care Insurance
Long term care benefits provide for services such as home care, assisted living, and nursing home care. Varying levels of coverage and service options are available at low group rates through Unum.
Group Term Life (GTL) Insurance
You can select from one of two plans - Basic GTL, which is one-and-a-half times your annual earnings or Limited Basic GTL of $50,000.00. SHA will contribute 40% of the cost for the GTL insurance.
If you have elected Basic GTL, you may purchase supplemental term life insurance for yourself, your spouse/domestic partner, and your dependent children. The maximum amount of supplemental life insurance available is four times your annual income for the employee, 50% of the amount of coverage you elect for the spouse, and $2,000, $5,000 or $10,000 for children.
Accidental Death & Dismemberment (AD&D) Insurance
SHA offers an employee-paid group AD&D insurance plan. An employee may cover themself or a family member for amounts from $25,000 to $500,000 in $25,000 increments. AD&D insurance pays a death benefit if the insured person dies due to an accident or a percentage of the full insurance amount if the covered person loses a limb.
Retirement Plan
Public Employees' Retirement System (PERS) membership is defined by Washington State statutes and is mandatory if you are hired into an eligible position. However, if you are retired from or have been a member of the City of Seattle, Spokane or Tacoma Employee's Retirement System, your PERS enrollment must be verified and approved by the Washington State Department of Retirement System.
Flexible Spending Account (FSA)
Employees have the option of making pre-tax contributions to pay for IRS eligible expenses. There are two accounts: a Health Care Flexible Spending Account and a Dependent Care Flexible Spending Account. Employees can sign up for one or both accounts.
Leave Benefits
Annual Leave is provided for vacation and personal time off. First year employees earn up to 3.84 hours per bi-weekly pay period (100 hours annually), increasing incrementally due to service years - up to 7.69 per hours per pay period at 25 years of service (200 hours annually). Leave hours for part time staff are pro-rated. There is a 240-hour annual carryover limit for annual leave.
Sick leave is provided for health care and related appointments. Employees earn 3.69 hours per pay period. Hours for part time staff are pro-rated. There is no maximum or carryover limit for sick leave.
Seattle Housing Authority has ten legal and personal holidays, as detailed below.
New Year's Day
Dr. Martin Luther King Jr. Day
Presidents Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Thanksgiving Day
The day following Thanksgiving
Christmas Day
Up to three personal holidays are granted to regular employees each calendar year. They are available to be scheduled in advance by the employee with supervisor approval.
Unless specified otherwise in a collective bargaining agreement, regular employees hired between January 1 and May 31 are granted three personal holidays. If hired from June 1 until November 10, two personal holidays are granted. If hired beginning November 11 or later, no personal holidays are granted until January 1.
Pay for Performance Program & Merit Awards
Regular Administrative non-represented staff are eligible for Merit Pay and Merit Leave awards based on their annual performance evaluation, as well as on the agency's fiscal year performance from January through December of each year. An employee's merit awards are based on the employee's performance rating, the position of the employee's salary within the salary range, and the fiscal performance of the agency. For new and promoted employees, the merit awards will be pro-rated based on length of time in the current position during the calendar year.
Public Service Loan Forgiveness (PSLF)
As an SHA employee, you may be eligible for federal Public Service Loan Forgiveness. This federal program was created to assist full-time public service professionals in reducing their federal student loan debt burden.
Employee Transportation Program
A discount commuter ORCA Passport is offered for use on Metro, Community Transit, Pierce Transit, Kitsap Transit, Everett Transit, Sound Transit, Link Light Rail, Sounder Commuter Train routes. It can also be used on the Seattle Center Monorail. ORCA Passport also provides reduced or fully covered fares on most vanpool routes.
Additionally, an Emergency Ride Home Program, bike racks at various sites, and shower facilities at several offices are also provided, along with discount Zipcar membership (if accepted). Finally, group discount parking is available for registered vanpools in certain areas.
Flex-Time
With supervisor approval, work hours may be scheduled around core hours of 8:00 am to 5:00 pm or a compressed 4/10 workweek. This option is not available for every position.
Telework
With supervisor approval, employees can perform assigned duties from home at certain times. This option is not available for every position.
Employee Assistance Program
Confidential counseling, referral, and information services are available through Wellspring Family Services.
Washington Deferred Compensation Program
Tax deferred savings plans are available through the Washington State Department of Retirement Systems' Deferred Compensation Program.
01
Do you meet the minimum requirements for this position?
- Yes
-
No
Please note that SHA does not accept external attachments for resumes and cover letters. Did you update the education and work history sections of your application with your latest information?
- Yes
-
No
This position requires working onsite at our Seattle Office Monday through Friday from 8:00 AM to 4:30 PM for the first 90 days, with the option for up to three remote workdays per week thereafter. Are you able to meet this requirement?
- Yes
-
No
How many years of professional experience do you have working in Human Resources?
- Less than 3 years
- 3–4 years
- 5–6 years
- 7–9 years
-
10+ years
Which of the following areas have you worked in professionally? (Check all that apply)
- Recruitment operations/hiring process coordination
- HR data reporting or workforce analytics
- HRIS administration or support
- HR process improvement / operational projects
- Training managers or staff on HR systems or processes
-
None of the above
Which HR systems or related platforms have you used in a professional setting? (Check all that apply)
- Dayforce
- NeoGov or other Applicant Tracking System
- JD Edwards EnterpriseOne
- Kronos/UKG or similar workforce management system
- Learning Management Systems (LMS)
- Performance management systems
- Other HRIS platforms (Workday, PeopleSoft, etc.)
-
None of the above
Which tools have you used to develop reports or dashboards? (Check all that apply)
- Power BI
- Power Query
- Tableau
- SQL or database queries
- Advanced Excel reporting
- Other reporting or visualization tools
-
I have not developed reports or dashboards
What best describes your experience developing dashboards or reports used by others in your organization?
- I have not developed dashboards or reports
- I have created simple reports for my own use
- I have created reports used by my team
- I have developed dashboards used by managers, departments, or operational teams
-
I have developed dashboards or reporting tools used by senior leadership or executives
Which best describes your experience supporting recruitment operations?
- I have not worked with recruitment processes
- I have supported individual hiring processes
- I have coordinated recruitment processes across a team or department
- I have coordinated recruitment processes and helped improve recruitment workflows.
-
I have served as a lead resource or consultant supporting recruitment operations
Which best describes your experience serving as a lead resource within an HR team?
- I have not served in a lead or subject matter expert role
- I have occasionally helped colleagues with HR processes or systems
- I have regularly served as a subject matter expert within my team
- I have coordinated work or projects across multiple HR staff or teams
-
I have supervised or directed the work of other HR staff members
What best describes your experience coordinating projects or operational improvements?
- I have not coordinated projects
- I have participated in projects led by others
- I have coordinated small projects or process improvements
-
I have led cross-team operational or systems projects
How have you used workforce or HR data in your role?
- I have not worked with workforce data
- I have run reports but did not analyze them
- I have analyzed HR data to answer operational questions
-
I have developed reports or dashboards to support leadership decision-making
How comfortable are you explaining HR systems, processes, or data to non-technical audiences (such as managers or leadership)?
- Not comfortable
- Somewhat comfortable
- Comfortable
-
Very comfortable — I regularly train or present to others
How would you describe your experience using Power BI or similar tools?
- No experience
- Basic use (viewing reports or making small edits)
- Intermediate (building dashboards from existing datasets)
-
Advanced (building data models, Power Query transformations, or DAX calculations)
Which best describes your experience ensuring HR reports or dashboards contain accurate data?
- I have not worked with HR data validation
- I have run reports but did not validate the data
- I have reviewed and validated HR reports before distribution
-
I have been responsible for ensuring HR reports and dashboards were accurate and reliable
Describe a time when you identified a problem with an HR process, report, or system workflow. What was the issue, what steps did you take to address it, and what was the outcome?
17
Describe a report or dashboard you created or used to help managers or leadership make a decision. What information did it provide and how was it used?
- Required Question
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