Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

Check how this applies to your own job

Skills this job asks for

Say which you have and which you want to build. We use it to match you to jobs like this one.

About the job

JOB INFORMATION

Job Title: Sr HR Analyst

Job Code: 20001523

Effective Date: 11/03/2025

Job Family: Human Resources

FLSA Status: Exempt

Job Function: Workforce Analytics

Job Level: Professional III

JOB SUMMARY

The Sr HR Analyst provides and integrates advanced and predictive analytics, people metrics and reporting to develop strategic and operational insights for workforce decision making. Identifies, analyzes, and interprets trends or patterns and prepares ongoing reports and data visualizations (i.e. charts, dashboards, heat maps, etc.) to support business decisions.

EDUCATION AND EXPERIENCE

4 year / Bachelor's Degree (Required)

In lieu of the above education requirements, an equivalent combination of education and experience may be considered.

Two (2) or more years Experience working with SAP SuccessFactors. (Preferred)

Two (2) or more years Experience working with Compensation-related data. (Preferred)

Two (2) or more years Experience working with PowerBI (Preferred)

Four (4) or more years Experience working with Human Resources data and programs (Required)

Six (6) or more years Experience in a Business Data Analytics role or relevant experience. (Required)

No Licensure or Certification Required.

JOB REQUIREMENTS

Develop predictive models and trend analysis to forecast workforce trends such as turnover, attrition costs, headcount, employee expenses, talent acquisition, development program completion, employee certifications, and other workforce KPIs

Conduct advanced statistical analysis to identify workforce patterns and drivers, including engagement impact, internal mobility, employee tenure and other workforce KPIs

Perform market position analysis on the organization’s compensation structure.

Review and provide analysis on the company’s Pay-for-Performance program based on ratings and business results.

Assess short-term and long-term incentive structures to ensure they drive desired behaviors.

Design and maintain PowerBI dashboards or other visualization tools based on workforce data, learning and Development KPIs, compensation metrics and KPIs

Translate complex analytical findings into clear, actionable insights for HR leadership.

Automate recurring reporting processes to improve data efficiency and consistency.

Partner with HRIS (Human Resources Information Systems) team to support dashboard reporting capabilities.

Support weekly reporting needs and presentation building.

Must be detail oriented, analytically driven, and well organized.

Self-starter with the ability to work independently and as a part of the overall team in a fast-paced environment.

Discretion, confidentiality, and sense of urgency are key fundamentals for success in this role.

While this job description aims to provide a comprehensive overview of the role, it may not detail every task or responsibility required.

CORE COMPETENCIES

CHANGE AGILITY (LEVEL 2 SUPPORTING):

Identifies, initiates, and adapts to organizational changes that foster enhanced effectiveness, efficiency, safety, and ultimately business results.

COLLABORATION (LEVEL 2 SUPPORTING):

Sees connection points across the organization and partners effectively with others to achieve common goals.

DECISION MAKING (LEVEL 2 SUPPORTING):

Selects a course of action to reduce risk and uncertainty and create optimal outcomes.

DRIVE FOR RESULTS (LEVEL 2 SUPPORTING):

Drives to achieve challenging performance objectives.

TEAM BUILDING (LEVEL 2 SUPPORTING):

Builds trust, fosters openness, and provides support. As the manager of a team, selects and motivates a strong team.