Data Analyst ,HRIS

About the Role

The HR Data Analyst will play a vital role in supporting organizational efficiency, regulatory compliance, and improved service delivery for the HR, Member Services & PALS teams by collecting, analyzing, and interpreting data for actionable insights.

• The HR Data Analyst’s data reporting and analytics responsibilities involve creating and maintaining dashboards and reports to track key HR and workforce metrics, supporting labor modeling and process improvement, and facilitating collaboration across departments.
• HR Dashboards and Reports
  • Metrics include headcount (by department, new joiners, terminations), workforce distribution, turnover rates (overall, by department, voluntary vs. involuntary), and trends over time.
  • Reports may be scheduled monthly or produced ad‑hoc for leadership and business partners.
  • Regular headcount reconciliation ensures the accuracy of position management and organizational structure records.
• Labor Modeling and Market Analysis
  • Use workforce and trend data to analyze staffing needs and plan for future requirements, including projecting turnover and tracking average tenure.
  • Research market data to compare internal compensation against external benchmarks as requested.
• Process Improvement & Cross‑Departmental Support
  • Identify inefficiencies and opportunities for automation within HR processes.
  • Ensure data alignment across HR, Member Services, and PALS, supporting interdepartmental initiatives and preventing duplicative efforts.
• Training & Best Practices
  • Train team members on data analysis tools, dashboard usage, and maintain consistency in analytics processes.
• Systems Optimization & Integration
  • Combine HRIS exports with Excel for efficient audits and reconciliations.
  • Collaborate with HRIS administrators and use system APIs to support automation and improve integrations.
  • Use advanced Excel tools (pivot tables, conditional formulas, Power Query) for large datasets.
  • Apply visualization techniques—including charts, conditional formatting, and sparklines—to communicate trends.
  • Create interactive dashboards with Excel or Power BI.
• Partnership and Data Consistency
  • Collaborate with HR and Talent Acquisition teams to align on data definitions and reporting standards.
  • Establish cross‑functional teams for analytics efforts such as organizational change management and talent initiatives.
• HR Project Support and Analytics
  • Provide analytical support for projects such as organizational restructuring, succession planning, and predictive modeling.
  • Assist in designing reporting solutions that integrate data from HRIS, recruitment, and performance systems.
• Data Security and Confidentiality
  • Maintain strict confidentiality regarding all employee and HR data per legal and organizational policies.
  • Apply best practices in data security, such as regular audits and secure access controls.
• Partner with HR, Talent Acquisition to ensure consistent data usage and definitions.
• Provide data support for HR projects, including organizational changes, job architecture, and analytics initiatives.
• Maintain confidentiality and uphold data security standards at all times.

• Bachelor’s degree in Human Resources, Business, Data Analytics, or a related field.
• At least 2–4 years of experience in HR reporting, HRIS analytics, or related data roles.
• Advanced Excel skills required (pivot tables, formulas, charts, Power Query).
• Familiarity with HRIS platforms such as ADP.
• Strong attention to detail, organizational skills, and the ability to manage multiple priorities.
• Clear and professional communication skills, both written and verbal.
• Exposure to position management, labor modeling, or workforce planning.
• Knowledge of HR data structures, job classification, and compensation practices.
• HRIP, SHRM‑CP, or other relevant certification is a plus.

The pay range for this position at commencement of employment is expected to be between $30/hour and $33/hour; however, base pay offered may vary depending on multiple individualized factors, including market location, job‑related knowledge, licensure, skills, and experience. The total compensation package for this position may also include…