Human Resources and Compensation Analyst

Human Resources and Compensation Analyst

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If working for an organization with a long history of technological innovation and high advancement potential in a supportive, collaborative, and positive work environment are top considerations for your next career move, then you need to look at the opportunities at Bourns.

Bourns was founded 75 years ago with the guiding principles of providing breakthrough technology solutions, high-quality products, responsive service, and exceptional value. Those principles still hold true today and have instilled a culture that is committed to excellence and ethical operations. As a leading provider of advanced components for power conversion, circuit protection, and motion control sensing solutions, Bourns employs more than 9,000 people in 21 countries and operates 17 manufacturing centers and 15 R&D facilities.

Our customers and partners rely on Bourns to meet strict design requirements and satisfy international standards in a broad range of industries and applications. We achieve this stature because Bourns employees excel in the development of new products and continuous improvement processes that keep the company a global leader in delivering outstanding service.

Under the direction of the Human Resources Director, USA, the Human Resources and Compensation Analyst (Analyst) is responsible for (i) collecting, compiling, and analyzing Human Resources (HR) data, metrics, and statistics, and (ii) preparing reports and providing insights that support critical business decisions, including HR Key Performance Indicators, report dashboards, and presentations needed to communicate results and future needs to senior leadership.

Work requires considerable independent judgment and initiative in combining a broad scope of professional personnel knowledge and sophisticated, analytical judgments in order to resolve a variety of complex, technical personnel problems.

• Develop, analyze and ensure that HR ad‑hoc, monthly, quarterly, and annual reporting is accurate and delivered on time. HR reports include those related to recruiting effectiveness, global employee headcount, employee engagement, employee turnover and demographics, accident and incident trends, compensation analyses. Continually improve reports based on senior executive feedback, leading to data tailored for specific business needs.
• Analyze global HR expenses monthly to identify discrepancies, misallocated costs, and cost‑saving opportunities. Provide monthly and quarterly updates to the Vice President of Human Resources.
• Develop HR reporting templates to streamline data input processes and enhance accuracy, resulting in more reliable and precise reports for senior management.
• Support the forecasting of annual plan expenditure for the HR department, collaborating with senior leadership to ensure accurate headcount and budget projections.
• Provide analytical support to cross‑functional departments to aid in business decisions.
• Support the development of meaningful metrics and measures to assess and evaluate the performance of the HR Departments.
• Collect and compile key HR metrics and data from various sources, including HR information systems (HRIS).
• Generate reports from multiple HRIS modules and provide analysis to business users, HR team members, and company leadership to identify business insights and areas for performance improvement.
• Partner with Corporate IT and the Corporate HR team to support the HR function and business partners in documenting report requirements and designing, developing, and delivering HR‑related reports.
• Continually enhance existing HR reporting processes through automation and quality control to ensure data accuracy.
• Monitor the effectiveness of HR reporting products, modify current reports, or operationalize new information and reporting methods as needed.
• Identify and recommend reasonable short‑ and long‑term goals, milestones, and benchmarks for key performance metrics.
• Design and maintain an HR dashboard.