A Human Resources Analyst collects and analyzes human resources data for a company or organization, and reports on trends in compensation, benefits and recruitment. Assists with employee hiring and assessments and helps to design human resources programs. May conduct and analyze employee surveys and report findings to managers.
Independence, OH Job Details Full-time 14 hours ago Benefits Internal mobility program Qualifications Optimizing workflow processes Performance dashboard reports Data integrity assurance Dashboard development Confidential information handling Data visualization software proficiency Data analytics tools for recruitment Requirements design Automation Data preparation projects Professional ethics Engagement metrics analysis HR analytics Business intelligence report generation Dashboard creation support ADP Mid-level Recruitment metrics tracking Trend analysis Bachelor's degree in business administration SQL Data quality management Employee data management Analysis skills Business intelligence tools Bachelor's degree Human Resource Management Industrial & Organizational Psychology Psychology SHRM Certified Professional Full Job Description
GENERAL JOB DESCRIPTION
The HR Data Analyst supports data-driven decision-making across Human Resources by collecting, analyzing, validating, and reporting employee and organizational data. This role develops reports, dashboards, and insights that help the CHRO and HRBPs identify workforce trends, measure program effectiveness, improve processes, and support organizational goals.
MAJOR DUTIES AND RESPONSIBILITIES
Collect and maintain HR data: Gather, organize, and maintain employee and workforce data from HRIS for payroll, benefits, talent acquisition, learning, performance, engagement surveys, and other relevant sources.
Ensure data accuracy and integrity:
Audit, clean, validate, and reconcile HR data to identify errors, inconsistencies, duplicates, or gaps; partner with HR BPs, HR Operations Manager, and other system owners to correct issues.
Develop reports and dashboards:
Create and maintain recurring and ad hoc reports, dashboards, and scorecards that track key HR metrics such as headcount, turnover, retention, hiring activity, time-to-fill, internal mobility, engagement, absenteeism, training completion, and workforce demographics.
Analyze workforce trends:
Interpret HR data to identify patterns, risks, opportunities, and insights related to staffing, turnover, recruiting, employee experience, performance, compensation, learning, and organizational effectiveness.
Translate data into insights:
Present findings in a clear, concise, and actionable format for HR leaders, business partners, managers, and executive stakeholders; explain what the data means and how it can inform decisions.
Support strategic HR initiatives:
Provide analytical support for workforce planning, talent management, employee engagement, retention strategies, performance programs, compensation reviews, organizational design, and diversity-related reporting.
Partner with stakeholders:
Collaborate with HR team members, business leaders, Finance, IT, and other partners to understand reporting needs, define metrics, document requirements, and deliver meaningful analytics solutions.
Improve HR processes and reporting:
Identify opportunities to streamline reporting, automate recurring tasks, standardize metrics, improve data workflows, and increase the efficiency and reliability of HR analytics processes.
EXPERIENCE/CREDENTIALS
Bachelor's degree in Human Resources, Business Administration, Business Analytics, Industrial/Organizational Psychology, or a related field. 2-4+ years of HR experience, preferably with a focus on workforce analytics, employee engagement, HRIS reporting, and data interpretation. Experience with HRIS platforms and analytics tools; ADP Workforce Now and/or ADP TotalSource preferred. Advanced Microsoft Excel skills and experience required. Experience with reporting or dashboard tools such as Power BI or Tableau; SQL or other query language experience a plus. Relevant HR or people analytics certification preferred, such as
SHRM-CP, PHR, SHRM
People Analytics Specialty Credential, or AIHR People Analytics Certificate.
COMPETENCIES
Strong analytical, organizational, interpersonal, and problem-solving skills. Ability to translate complex data into clear, actionable insights for non-technical stakeholders. Proficiency with HR analytics, reporting, and visualization tools, including Excel, Power BI, or Tableau. Collaborative, adaptable, and able to work effectively in both independent and team-based settings. Maintains confidentiality, discretion, professionalism, and a high level of integrity.
