Sr. HR Analyst

The Sr. HR Analyst will lead the execution of URUS’ global people data and analytics strategy to empower better decisions about our people, culture, and organization. This role will drive workforce insights, develop predictive analytics capabilities for strategic workforce planning, and provide intuitive data visualizations for executive leaders to access and interpret independently for informed decision-making. In URUS’ matrixed and data-based business, this role will play a critical role in strengthening our HR operations, talent foundation, and future readiness.

This role is preferably based in Madison, WI with expectations for occasional travel to the US and global retail countries.

• Serve as the thought leader for workforce analytics, ensuring People strategies are grounded in data and financial impact and execute analytics initiatives to support the global People strategy.
• Serve as the strategic advisor to the SVP of People and the executive team on workforce trends and insights.
• Develop and maintain predictive models for turnover, talent gaps, and workforce cost projections, proactively identifying trends and anomalies in workforce metrics. Partner with People leaders to interpret insights and design targeted interventions that address root causes rather than surface symptoms.
• Translate business questions into analytical frameworks that inform decisions about talent acquisition, workforce planning, workforce development, compensation, employee engagement, performance, and retention.
• Drive the evolution of People analytics from descriptive reporting to diagnostic, predictive, and prescriptive insights that inform decision making.
• Transform HR Operations data into clear, actionable insights, ensuring outputs such as engagement results, training metrics, and workforce trends are delivered in engaging, business ready formats as opposed to raw spreadsheets.

• Own the workforce planning process and deliver scenario-based recommendations that influence enterprise decisions on hiring, retention, talent allocation, succession planning, cost optimization, and organizational agility.
• Ensure data integrity and consistency across analytics platforms by partnering with HRIS and system owners and develop governance processes that enable accurate reporting and actionable insights for workforce decisions.
• Understand and optimize data flows among People, Finance, and operational systems to enable seamless integration.
• Partner with Financial Planning & Analysis (FP&A) team to analyze workforce scenarios and visualize financial impacts for informed decision-making.
• Strong HR technology acumen, including configuration concepts, integrations, data structures, and testing practices.

• Manage the development and evolution of the URUS People dashboard and reporting framework, ensuring global consistency and data integrity.
• Enable data-driven decision-making by defining, collecting, validating, and reporting data across regions and systems, and by creating visualizations that translate goals to insights.
• Deliver actionable insights and recommendations to executive leaders through dashboards, scorecards, and analytical models that highlight workforce risks and opportunities, including turnover, mobility, DEI, and engagement.
• Collaborate with People, Finance, and Operations leaders to influence decision-making with data-backed insights and real-time visualization tools (e.g., Power BI).
• Prepare analysis and materials for executives for audits, reviews, M&A, and strategic planning cycles.

• Analyze core HR processes, (recruitment, onboarding, performance management, compensation, employee data management) to identify inefficiencies, gaps, and opportunities for improvement.
• Recommend and support automation and system enhancements across HRIS and connected tools to streamline workflows, reduce manual effort, and improve data accuracy.
• Identify and evaluate use cases for AI and advanced analytics that can accelerate insights, automate repetitive tasks, and enhance…