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Senior HR Analyst, People Analytics

POSITION SUMMARY

The Senior HR Analyst, People Analytics is an individual contributor role responsible for delivering advanced compensation and workforce analytics to support Total Rewards strategy and business decision‑making across the organization. This position partners with Total Rewards, Payroll, and HR Business Partners, to transform workforce data into actionable insights related to compensation competitiveness, pay equity, workforce composition, labor costs, turnover, and broader people trends.

The role plays a critical part in developing, analyzing, and interpreting workforce analytics to inform strategic planning, budgeting, and talent decisions. This includes creating and maintaining dashboards, conducting trend and scenario analyses, supporting annual compensation cycles, and providing data-driven recommendations that enhance pay practices and workforce effectiveness. The analyst ensures accuracy, consistency, and integrity of data across systems while translating complex findings into clear, executive-ready insights.

Payroll involvement is limited to backup processing support, as directed, ensuring continuity and compliance without primary operational ownership.

This role does not include people leadership responsibilities.

CORE RESPONSIBILITIES

HR & Workforce Analytics (Primary)

Develop, analyze, and deliver recurring and ad‑hoc analytics for senior management and business leaders, including headcount, turnover, pay equity, workforce costs, retention, attrition, and general workforce trend analysis
Design, maintain, and enhance dashboards and reports that translate HR data into clear, actionable insights for decision-making
Partner with HR and Finance on workforce planning, budgeting, labor cost forecasting, and scenario modeling, using data to support tradeoff and risk discussions
Ensure data integrity, consistency, and governance across HRIS, payroll, and analytics platforms with a focus on trusted reporting for leadership consumption
Respond to senior leadership, compliance, audit, and executive reporting requests with timely, accurate, and well-vetted data insights

Compensation Analytics (Primary)

Perform market pricing and benchmarking using external survey data; assess internal equity and competitiveness
Build and maintain compensation models to support hiring, promotions, restructures, and retention decisions
Support annual merit and incentive cycles through cost modeling, distribution analysis, and post‑cycle reviews
Conduct pay equity analyses and support pay transparency and regulatory readiness
Analyze compensation program effectiveness and provide data‑based recommendations

Payroll Validation Support (Secondary / Limited Scope)

As-needed payroll support: provide limited processing support (as directed).
Support Payroll/HR requests by responding to internal reporting/research needs and completing related tasks/follow-ups, including backup coverage during peak periods.

Systems & Process Improvement

Act as an advanced user of HRIS and analytics tools (e.g., ADP WFN, Power BI, Tableau, SQL‑based reporting)
Support system testing, enhancements, and process improvements impacting compensation and analytics
Document data definitions, analytics methodologies, and reporting standards
Identify opportunities to automate and streamline reporting and analysis

KEY RELATIONSHIPS

This position partners mainly with Total Rewards, Payroll, HR Business Partners, Finance, and Department Heads.

QUALIFICATIONS (SKILLS, EXPERIENCE, EDUCATION AND CERTIFICATIONS)

MINIMUM:

Bachelor's degree in Analytics, Finance, Economics, HR, Business, or related field
4+ years of experience in HR Analytics, compensation analysis, or Total Rewards analytics
Advanced Excel skills (large datasets, modeling, scenario analysis)
Experience with HRIS and analytics/reporting tools (e.g., Power BI or Tableau; SQL helpful; ADP WFN, Workday Adaptive and Office Connect preferred)
Strong understanding of compensation fundamentals and workforce analytics

Advanced analytical and technical expertise with the ability to independently clean, analyze, and interpret complex data; translate insights into clear, accurate recommendations using advanced Excel and analytical tools.
Executive‑ready communication and influence skills, effectively presenting findings to senior leadership and engaging stakeholders at all levels with clarity, professionalism, and strong customer service orientation.
Results‑driven, agile problem solver who demonstrates learning agility, develops creative and value‑added analytical solutions, adapts quickly to changing business needs, and executes work with minimal supervision and high accuracy.
Trusted, collaborative professional who champions data quality, maintains confidentiality, leads projects independently, and contributes positively to team culture while supporting People Analytics strategy.

PREFERRED:

Master's degree or higher in Analytics, Data Science, Economics, Finance, Human Resources, Business, or a related field

Experience in a multi‑state and global organizations, with exposure to complex workforce structures

Advanced experience with workforce, compensation, or labor cost forecasting, scenario modeling, and trend analysis
Experience supporting pay equity, pay transparency, and regulatory readiness initiatives
Exposure to payroll data validation and HRIS‑to‑payroll data flows (secondary support; not payroll ownership)
Advanced proficiency with analytics and visualization tools (e.g., Power BI, Tableau, SQL) beyond basic reporting
CCP, analytics, or related professional certification preferred

Requirements: