HUMAN RESOURCES ANALYST JOB DESCRIPTION

A Human Resources Analyst turns raw HR and people data into decisions leadership can act on. It lives inside the HR function itself. Building HR Portfolio Roadmaps for the Vice President of Human Resources while coordinating reporting across regions such as NAM and EMEA puts this analyst at the center of systems-level data work, not policy design. What makes the seat demanding is reconciling system-level detail with tight reporting deadlines set by stakeholders across Payroll, Benefits, Legal, IT, and Operations teams.

As the Human Resources Analyst, you convert HR data into the reports, dashboards, and project plans that keep multiple HR initiatives on schedule. Working alongside HR Business Partners, Payroll, IT, and senior HR leadership, the analyst keeps data accurate across talent, compensation, and portfolio reporting for the broader HR function.

Career Impact: Coordinating an HR Portfolio Roadmap directly with a Vice President of Human Resources gives this analyst visibility into strategic decisions that most peer analysts never see.

Business Impact: Accurate turnover and hiring-trend reporting from this seat is what lets HR and business leaders catch workforce problems early, before they show up in quarterly headcount or budget numbers.

Growth Opportunity: Project portfolio and cross-regional reporting experience strengthens the case for HRIS leadership or HR project management roles later on in a career.

• Analyze HR datasets spanning turnover, hiring trends, compensation, and talent management to surface insights leadership can act on.
• Partner with HR Business Partners, Payroll, and IT to resolve data and system issues across functions.
• Build dashboards and executive-ready reports that translate workforce data into measurable business impact for leadership.
• Maintain data integrity across talent, compensation, and employee master records through recurring queries, audits, and validation checks.
• Coordinate HR project portfolios and roadmaps, tracking milestones, risks, dependencies, and cross-regional deliverables for senior leadership.
• Recommend process and policy changes that improve organizational efficiency and HR system effectiveness.
• Manage ad hoc and recurring reporting requests from internal and external stakeholders across the HR function.
• Monitor data privacy and governance practices to keep HR reporting accurate and compliant.

• Bachelor's degree in Human Resources, Business Administration, Data Science, or a related field, or equivalent work experience.
• 3 or more years of HR analytics, reporting, or HR systems experience, with demonstrated data accuracy.
• Strong quantitative and data analysis skills, including building, interpreting, and validating complex workforce and compensation data models.
• Strong written and verbal communication skills for presenting complex data clearly to HR and business stakeholders.
• Ability to manage multiple competing priorities and deadlines independently in a fast-moving HR environment.
• Experience maintaining data integrity through recurring audits, validation routines, and quality control checks.
• High attention to detail paired with strong organizational and time management skills across projects.
• Comfort working within global or multi-regional HR structures alongside cross-functional teams and senior stakeholders.

• Experience presenting workforce analysis and policy recommendations directly to senior or executive HR leadership.
• Familiarity with relational database structures or workforce data modeling techniques used in advanced HR analytics work.
• Background in project management methodologies applied to HR initiatives, system roadmaps, or technology rollouts across regions.
• Professional HR certification, such as PHR, SPHR, or SHRM-CP, supporting broader HR competency development.

• Report accuracy rate, reflecting how reliable HR dashboards and data deliverables are.
• On-time delivery rate for recurring and ad hoc reporting requests.
• Number of data integrity errors caught during audits and validation checks.
• Milestone completion rate across active HR project portfolios and roadmaps.
• Compliance rate for data privacy and governance checks across HR systems.
• Typical tools: HR information systems (commonly Workday or similar HCM platforms).

• Base Salary Range: $60,000 to $85,000 per year, depending on experience and location.
• Bonus: Annual performance bonus of 5 to 10 percent of base salary.
• Equity: Equity is uncommon for this role outside of public technology or finance employers.
• Health Benefits: Standard medical, dental, and vision coverage, often with employer-paid premiums.
• PTO: 15 to 20 days of paid time off, plus standard holidays.
• Common Perks: Remote or hybrid work options, professional development support, and HRIS certification reimbursement.

Figures are estimates based on general US market benchmarks and may be outdated. Adjust based on location, company size, and seniority level.

All qualified applicants are considered for employment without regard to race, color, religion, sex, national origin, age, disability, or any other characteristic protected by federal, state, or local law. Reasonable accommodations are available for applicants and employees who request them due to a disability. Employment is contingent on successful completion of a background check, and all hires must be authorized to work in the United States without current or future sponsorship.

The Human Resources Analyst owns the integrity of confidential employee data within Gallo Winery's HRIS, performing trend analysis on turnover, recruiting, and staffing across a multi-state, union and non-union, global enterprise. Reporting within People Operations and partnering with HR and Finance, the Human Resources Analyst keeps Gallo Winery's employment practices aligned with Federal, State, and local law.

Key Responsibilities

• Work with the HRIS team to ensure data integrity and perform trend analyses on historical turnover, recruiting, and staffing
• Perform analysis of HRIS data for use in decision making and organizational efficiency improvement initiatives
• Aggregate and perform statistical analysis on data based on requests from the business
• Support overall Human Resources compliance by keeping abreast of current and proposed legislation
• Review and track new proposed employment legislation at the Federal, State, and local levels
• Participate in auditing of HR COEs to ensure compliance with internal employment practices and federal, state, and local laws, and make recommendations for corrective action
• Act as subject matter expert for employment verification documents (I-9) and ensure process compliance with Federal Law
• Participate in the development of policies and procedures to ensure accurate employment data and Winery compliance with Federal, State, and Local laws
• Participate in Affirmative Action Plan development and help ensure compliance with obligations as a Federal Contractor
• Facilitate Alternative Work Schedules (AWS) for the Company

Required Qualifications

• Hold a Bachelor's degree in Human Resources, Information Systems, Computer Science, or Business Administration plus 3 years of Human Resources experience including analysis, or a High School diploma or equivalency plus 7 years of Human Resources or Information Systems experience including analysis
• Have a Bachelor's degree plus 4 years Human Resources experience reflecting increasing responsibility
• Have experience managing privileged and confidential information
• Have data management experience using ADP or similar systems
• Have experience reading and applying complex legislation
• Demonstrate strong analytical and problem solving skills
• Have strong written and verbal communication skills
• Be skilled in reading and interpreting documents such as safety rules, union contracts, operating and maintenance instructions, and procedure manuals
• Be proficient in intermediate MS Excel and basic MS PowerPoint
• Be skilled in the use of MS Word and MS Excel at an intermediate level

Embedded within the People Operations team at Celonis, the Human Resources Analyst leads automation and process improvements across core systems, primarily Workday, while managing commission bonus documentation for new hires. Working closely with the global business applications team and people managers, the Human Resources Analyst troubleshoots system issues and produces HR reporting that keeps people data accurate as Celonis scales.

Core Functions

• Drive efficiency and employee satisfaction through automation, process excellence, and innovation within systems, mostly Workday
• Lead evaluation and implementation of HR platforms and other technology systems
• Handle all commission bonus target documents for new hires and ongoing updates
• Field manager requests for updates and changes in all HR systems
• Partner with HR to design, introduce, and integrate HR strategies and oversee the scheduling and delivery of trainings as appropriate
• Process employee data and generate HR-related reports from the database on an ongoing basis
• Analyze and evaluate HR data and reports
• Work closely with the global business application team
• Troubleshoot and report technical issues within systems
• Handle ad-hoc projects

Qualifications and Experience

• Have 3-4 years of experience within a tech-driven HR or People Operations team
• Have required Workday experience
• Have experience working cross-functionally within an organization
• Be skilled in Microsoft Excel, including VLOOKUPs and Pivot Tables
• Have excellent written and verbal skills
• Be organized and detail oriented, noticing the little things
• Maintain data integrity
• Be curious and keep up to date with the latest HR and business trends
• Have experience with commission based salary plans,.

Reporting to the FAA's recruitment team, the Human Resources Analyst leads preparation of recruitment, classification, and position management documents for the agency's fiscal year objectives. Partnering with hiring panels and candidates throughout the selection process, the Human Resources Analyst's recruitment reports and issue papers support FAA staffing decisions.

Primary Duties

• Assist with developing, reviewing, and providing input for Recruitment Review Briefings and analysis
• Assist with job series classification review and development of new or existing positions
• Assist and write Staffing and Position Management Issue Papers
• Assist with recruitment event support, including outreach to academic and professional organizations, preparation of recruitment materials, follow-up, and resume collection
• Provide support to the selection process, including scheduling panel reviews, preparing worksheets and data collection for ratings, contacting candidates, and scheduling interviews, as well as analysis of the overall selection process
• Maintain planning status, milestones, and summary reports monthly for HR programs, awards, and performance management
• Develop monthly and bi-weekly recruitment reports
• Provide support for other reports and documents as needed

Skills and Qualifications

• Hold a BA degree plus 3 relevant years of experience, or a Master's degree plus 1 relevant year of experience, or an AA plus 7 relevant years of experience, or no degree plus 15 relevant years of experience
• Have prior Human Resource experience in recruitment, classification, and position management
• Be proficient in Microsoft Office Suite, particularly Excel, Word, Outlook, SharePoint, Project, Publisher, and Access
• Have superior organizational and analytical skills, with keen attention to accuracy, detail, and quality
• Have superior time management and follow-up skills
• Have excellent interpersonal communication skills, with the ability to communicate complex information clearly and concisely
• Have the ability to work with staff at various levels
• Be detail-oriented and able to exercise sound judgment while working proactively and effectively with minimal supervision

Sitting at the intersection of customer service and accounts receivable, the Human Resources Analyst owns the collections process, communicating with customers on past-due balances and resolving billing discrepancies. Operating across multiple departments to reconcile client concerns, the Human Resources Analyst analyzes payment reports and escalates priority issues so aged receivables are reduced and resolved quickly.

Duties

• Own the collections process for the company, effectively communicate with customers on past-due balances, and resolve discrepancies
• Perform routine analysis on past-due accounts and make suggestions to reduce aged accounts receivables
• Answer all account questions and deliver support to clients, documenting interactions with customers in detail to ensure strong communication
• Serve as a liaison to other departments to reconcile and resolve client concerns
• Identify and escalate priority issues, directing finance tasks to appropriate teams and resources as needed
• Analyze client payment reports
• Proactively follow up and make scheduled call-backs and emails to customers when necessary

Requirements

• Have experience in full cycle collections and accounts receivable, preferred
• Have experience with allocations
• Have working knowledge of Excel
• Have top-notch communication skills
• Be extremely detail oriented

A key member of the Talent Management team, the Human Resources Analyst leads day-to-day support for HR Business Partners, processing employee transfers, promotions, and separations in Workday. Collaborating across business units and the Los Angeles team, the Human Resources Analyst creates new positions, audits onboarding communications, and drafts firmwide promotion announcements.

Functions

• Support the Talent Management team and HR Business Partners with day-to-day HR matters
• Facilitate employee transfers and promotions in Workday
• Facilitate voluntary and involuntary separations in Workday
• Anticipate HR and business needs to help drive results
• Create new positions in Workday and manage the position management process for relevant business units
• Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, and partner with the legal department as needed
• Support the Talent Management team with executing projects in support of the strategic agenda
• Assist in the development of employee programs within the scope of the Talent Management team
• Facilitate performance management processes for business units
• Conduct follow-up sessions with new hires 30 days after their start date to ensure they have what they need
• Complete ad-hoc reporting and headcount requests from client groups using Workday
• Assist with one-off HR projects and general data maintenance in Workday
• Audit new hire orientation emails prepared by the Los Angeles team
• Maintain promotion trackers and serve as the point person for drafting the firmwide promotion email, and assist in conducting orientation sessions for new hires outside of Los Angeles

Experience and Qualifications

• Hold a Bachelor's Degree
• Have 2-5 years of experience in Human Resources, preferred, with HR Operational experience preferred and Workday experience a plus
• Have strong Microsoft Office skills
• Have strong problem-solving and analytical skills, with a demonstrated ability to analyze data, spot trends, and provide value-added observations and recommendations
• Manage multiple complex, time-sensitive priorities and competing demands with multiple stakeholders, with strong time management and prioritization skills, and the ability to work under tight deadlines in a fast-paced environment
• Have outstanding written and verbal communication, presentation, documentation, and interpersonal skills, with strong customer focus and the ability to confidently interact with various levels of an organization
• Have strong attention to detail and be highly organized and process-driven
• Have a strong team ethic and the ability to work collaboratively and develop strong partnerships with clients and HR
• Be flexible and willing to dive in and assist with whatever is needed, acting as an employee champion and change agent
• Be dependable, with a great attitude, highly motivated, and a team player
• Be self-directed with a can-do attitude, proactive in nature, and able to learn quickly, displaying flexibility and adaptability in a collaborative, fast-paced environment
• Have a strong sense of ownership and accountability, demonstrating sound judgment and decision-making, and the ability to handle confidential information appropriately
• Exercise good judgment in escalating issues versus solving problems independently
• Be flexible with hours to coordinate with team members across various time zones

Fair, competitive pay across Shirley Ryan AbilityLab depends on the Human Resources Analyst, who builds and administers merit cycles, pay adjustments, and new hire offers in line with the Total Rewards Philosophy. Serving as a resource for compensation policy and market surveys, the Human Resources Analyst partners with payroll, IS, and Physician Practice leadership to keep pay practices equitable and compliant.

Accountabilities

• Manage pay adjustments, promotional changes, and new hire offer positioning
• Administer the annual merit review cycle by developing and delivering the annual merit matrix and merit tool used by performance managers
• Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plans
• Prepare job analysis to ensure market competitiveness and internal equity
• Provide guidance to employees, managers, and outside representatives regarding compensation theory, policy, and practices, ensuring fair and consistent execution
• Complete annual third-party compensation surveys and analyze results to identify market trends and ensure market competitiveness
• Collaborate with payroll and IS in the maintenance of the HRIS and payroll system
• Maintain compensation elements in the HRIS system
• Maintain job descriptions for new or existing positions
• Assist in the compilation and analysis of benefit and compensation data for timely reporting to providers and auditors
• Partner with Physician Practice to coordinate the Physician compensation review
• Assist with administering the compensation components of the performance appraisal cycle
• Perform all other duties that may be assigned in the best interest of the Shirley Ryan AbilityLab

Technical Qualifications

• Hold a Bachelor's degree in Human Resources, Business Administration, or a closely related field
• Have knowledge of human resources management and related laws, as well as basic statistics
• Have a minimum of 7 years of experience with a broad understanding of compensation theory, best practices, and application
• Have experience in a hospital system and/or academic medical center, preferred
• Be able to manage and administer compensation programs in an objective and confidential manner
• Have outstanding analytical skills to analyze jobs, accurately describe new, existing, and modified jobs, and make necessary statistical calculations in wage and salary survey data analysis
• Have knowledge of the administration of benefit programs as they relate to compensation
• Have advanced knowledge of both Excel and Word, along with proficient knowledge of other Microsoft products
• Have knowledge of Microsoft Dynamics GP and ADP, a plus
• Be able to communicate effectively, both in writing and orally, to all levels and across all functional areas

As the Human Resources Analyst, this role builds compliance across AAP reporting, EEO-1 and Vets 4212 filings, and the company's electronic I-9 tool for a cross functional HR organization. The Field HR, Payroll, Benefits, and Legal teams rely on this work to keep HRIS data accurate and leave programs aligned with FMLA, DOL, and ADA requirements.

Activities

• Assist in Corporate HR compliance activities, including but not limited to AAP reporting, EEO-1 and Vets 4212 reporting, HR Policy creation, and Time and Attendance Compliance
• Assist with responding to internal and external audits
• Manage and provide training and support for the company's electronic I9 tool
• Assist with implementation of new company initiatives or new state and/or federal mandates
• Generate ad hoc reports from various HR information systems for internal customers or external agencies
• Prepare periodic reports and correspondence for state and federal agencies
• Recommend changes to current processes to provide more effective use of the HRIS, and take the lead to implement changes
• Assist with management of company leave programs
• Stay abreast of leave laws and regulations, Federal and State, including FMLA, DOL, and ADA
• Interface regularly with various stakeholders to resolve employee, data, or HR system issues
• Provide ideas to innovate and improve processes
• Perform other job responsibilities and projects as assigned by management

Position Requirements

• Hold a Bachelor's Degree in a relevant field from an accredited college or university
• Have 5+ years of professional-level HR or HRIS experience
• Have HR systems reporting or project management experience, preferred
• Have prior HR experience in a Construction or Manufacturing environment, preferred
• Have working knowledge of labor laws such as FLSA, FMLA, COBRA, PFL, and HIPAA
• Have intermediate experience in Microsoft Excel required, advanced experience preferred
• Have knowledge of organizational communication tools and how to effectively utilize them
• Have strong analytical and quantitative skills, with strong attention to detail
• Have a strong ability to interpret and analyze workforce data
• Work with multiple levels of leadership to support and enforce HR compliance requirements
• Be capable of working in an open concept office environment and available to work extended hours from time to time
• Be able to meet physical demands of the role, including sitting, standing, walking, and exerting up to 20 pounds of force occasionally

Human Resources Analyst delivers administration of Emerson's employee benefit programs in Racine, WI, covering leaves of absence, medical and dental enrollment, and provider access. The work directly supports employees and supervisors through benefits orientation, exit interviews, and DEI event coordination with the Employee Engagement Partner.

Operational Focus

• Consult with and advise employees on eligibility, provisions, and other matters related to benefits
• Conduct benefits orientation for new employees
• Administer and maintain all benefits, including Medical, Dental, Vision, STD, LTD, Life and Supplemental Life, 401(k), Profit Sharing, and Stock Purchase Plan
• Coordinate and manage various benefit events such as financial wellness education, health screenings, 401(k) meetings, and the Annual Health Fair
• Conduct exit interviews for employees leaving the organization and analyze turnover trends
• Work with leadership to develop and implement processes to reduce short-term voluntary turnover
• Conduct workplace investigations and work toward resolution for Employee Relations and Ethics issues
• Partner with Human Resources team members to ensure consistent and timely execution of HR processes and policies
• Provide consultation to employees and supervisors as needed
• Maintain a balance of employee advocate and management support
• Coordinate with the Employee Engagement Partner and Employee Resource Group leaders to involve the hourly workforce in DEI activities
• Conduct annual and as-needed compensation reviews for hourly and salaried positions
• Participate in all-employee meetings, and lead the planning and coordination of one employee relations or engagement event each year
• Maintain a strong relationship with the provider of the on-site health clinic and its staff

Knowledge, Skills and Abilities

• Hold a Bachelor's degree in Human Resources or a related field, with a minimum of 3 years of relevant HR experience, with an emphasis on benefit administration
• Have experience and knowledge administering and maintaining company benefit plans
• Deal with employees and vendors in a professional but personable manner
• Build constructive relationships with people both similar and different from yourself, and build rapport in an open, friendly, and accepting way
• Research initiatives and try new approaches, and learn to streamline processes and cut out redundancy
• Stay aligned with goals and remain productive while partnering with others to get work done
• Work out tough agreements and settle disputes equitably
• Prioritize and manage a varied number of tasks simultaneously
• Drive change in processes and policies
• Have knowledge of the Internet and computer technologies, including Excel, Word, and Publisher
• Be legally authorized to work in the United States, as sponsorship will not be provided for this position

The Human Resources Analyst develops key performance indicators and reporting that translate HR programs, including turnover, hiring trends, and compensation, into financial impact for the business. Reporting to senior HR leadership and partnering with peer analysts on hypothesis-driven research, the Human Resources Analyst's Workday-based reporting equips business units to make data-informed talent decisions.

Key Deliverables

• Collaborate with HR, business leaders, and peer analysts on hypothesis-driven research projects and trends to inform business actions, and partner to design, develop, and evaluate HR business reporting and insights
• Leverage an understanding of relational database structures and third-party vendor data to compile, analyze, and present data
• Analyze large sets of HRIS data, providing actionable management information, narratives for company initiatives, and frameworks for process improvement
• Complete daily, monthly, and yearly HR reports, and prepare executive report requests and presentations relying on data
• Provide data, analysis, and expertise for diversity and inclusion initiatives, EEO reporting, and attrition
• Handle multiple competing priorities, including long-term projects, effectively with limited direction
• Provide day-to-day administration of talent, compensation, and employee master data
• Understand internal and external factors influencing the income statement and balance sheet, and monitor factors influencing staffing and talent
• Gather, manage, and evaluate large datasets from multiple sources, and build and maintain strong partnerships across TA, HR, and the business
• Navigate all Workday reporting capabilities, including building and extracting data, to produce monthly, quarterly, and ad hoc reporting and analysis

Professional Experience

• Hold a Bachelor's degree in a relevant field, such as Data Science, Economics, Physics, or Math
• Hold a degree in Actuarial Science, Computer Science, or Mechanical or Electrical Engineering is also acceptable
• Have 3+ years of experience in HR Data Analytics and reporting
• Have experience with data analysis tools in Workday
• Have advanced knowledge of MS Excel
• Apply descriptive analytics to analyze data and validate assumptions
• Demonstrate the ability to translate an operational change into a financial impact for the business
• Have 4+ years of industry experience, preferred, or relevant Human Resource or Data Science experience

Embedded within the HR team supporting Workday HCM, the Human Resources Analyst oversees configuration, security, and reporting across Core HCM, Benefits, Advanced Compensation, and Talent modules. Working closely with IT and client partners on system upgrades and integrations, the Human Resources Analyst keeps the CHRO and CIO informed so business operations stay consistent and high-quality.

Areas of Ownership

Partner with the HR team and other internal stakeholders to help define business requirements, implement, test, and deploy additional HCM modules, changes to business processes, or integrations as needed

Develop system reporting and analytics to enable HR business partners to identify trends and empower leadership decision-making

Work with the IT team to manage security assignments, user access and permissions, and integrations-related security issues

Support and test Workday system updates or upgrades

Identify system gaps and deficiencies, and suggest standard methodologies or process improvements to help fill those gaps

Conduct long-term improvement projects to ensure compatibility with the company's evolving business applications landscape and needs

Develop strong trusted advisor relationships with key client partners to advise and influence business direction and change efforts

Help connect dots across the company, ensuring communication flow between multiple functions and operating mechanisms

Apply project principles to effectively roll out process improvement solutions and new process optimization enterprise standards

Keep a pulse on the business, maintain a strong feedback loop on organizational needs, and update the CHRO and CIO as needed

Education and Experience

• Have a minimum of 5+ years of HRIS experience
• Have a minimum of 3+ years of Workday experience
• Have strong configuration knowledge of Workday HCM, including Core HCM, Benefits, Advanced Compensation, Absence, Talent, Recruiting, Payroll, and Time Tracking
• Have experience with ADP SmartConnect
• Have extensive experience with Workday reporting, including matrix and composite reports
• Understand Workday security and controls to successfully handle and maintain security and roles
• Have experience working with confidential information and critical business operations and processes
• Have high attention to detail and high priority matters
• Be flexible to adapt to changing business requirements or objectives
• Have the ability to thrive in a fast-paced work environment with strict timelines and delivery dates
• Have good communication and social skills, including the ability to set clear expectations with partners and raise issues as needed

Reporting to the Vice President of Human Resources, the Human Resources Analyst advances the HR Project Portfolio Roadmap across sub-functions and geographies, including NAM and EMEA. Partnering with stakeholders on dashboards drawn from SAP, OneHR, Success Factors, and Ultipro, the Human Resources Analyst keeps projects on schedule and policy recommendations grounded in data.

Role Responsibilities

• Manage and administer multiple HR projects in varying scope and size
• Develop and administer, in partnership with the Vice President of Human Resources, an HR Portfolio Roadmap, including deliverables, strategic alignment, total cost management, enterprise-wide impacts and risks, assumptions and constraints, milestones and change management, and communication and training strategy
• Update project plans, priorities, and sequencing as needed
• Conduct studies, perform research, track trends, and prepare appropriate reports and executive summaries
• Work heavily with HR data repositories such as SAP, OneHR, Success Factors, and Ultipro to generate quarterly dashboards and ad-hoc reports for internal and external customers
• Coordinate activities globally, interfacing with stakeholders across various regions, including NAM and EMEA
• Review, interpret, and recommend policy, process, or program improvements
• Develop and deliver process and program documentation, employee communications, and functional and employee training on various human resources topics, new programs, and initiatives
• Provide administrative support as needed

Background and Experience

• Hold a Bachelor's degree, with a degree in Business or Human Resources preferred
• Have a minimum of 5 years of experience, including project management and administration or program management experience, and understanding of project management methodologies
• Know foundational HR data, systems, and processes, with experience in a global or multi-regional context preferred
• Have demonstrated experience partnering at multiple organizational levels and across remote teams
• Have good relationship management and verbal and written communication skills
• Have strong capabilities with core applications, including MS Word, Excel, PowerPoint, Project, and Visio or equivalent
• Have the ability to multi-task in a fast-paced environment
• Be detail-oriented, organized, and analytical, with strong problem-solving skills and a customer service focus
• Respect the confidential nature of Human Resources

Sitting at the intersection of data analytics and Human Resources, the Human Resources Analyst refines models and ad-hoc reports covering recruitment, hiring practices, and employment law compliance. Operating with SQL, Tableau, and HCM software, the Human Resources Analyst manages large datasets and recommends policy changes that strengthen organizational culture and data privacy practices.

Job Functions

• Perform ad-hoc analysis as requested
• Analyze data and statistics for trends and patterns, with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations
• Utilize database tools to manage, manipulate, and analyze large sets of data
• Make recommendations for policies and activities to improve the organizational culture
• Ensure compliance with data privacy regulations and best practices
• Perform other related duties as assigned

Required Qualifications

• Hold a Bachelor's degree in Finance, Economics, Mathematics, Statistics, or a related field
• Have previous experience with Ceridian Dayforce or Workday, and previous HR experience
• Be proficient in SQL, Tableau, and XML coding, with experience in HCM software
• Have advanced knowledge of Microsoft Office, including Excel, Word, PowerPoint, and Visio
• Have advanced Excel skills and the ability to build, understand, and follow complex models
• Be proficient in data modeling, data mining, econometric, and statistical procedures
• Have strong verbal, written, and interpersonal skills

A key member of HR's Talent Management practice, the Human Resources Analyst develops reports and queries that maintain data integrity across compensation and benefits processes. Collaborating closely with IT and Finance as primary liaison, the Human Resources Analyst manages the outsourced platform relationship and supports salary and wage analysis during budgeting.

What You'll Do

• Provide subject matter expertise for Talent Management systems
• Write, maintain, and support a variety of reports or queries utilizing appropriate reporting tools
• Maintain data integrity by running queries, auditing, and analyzing data
• Maintain internal database files and tables, and develop Talent Management reports to meet the requirements of internal and external customers
• Provide technical support for general Talent Management, compensation, and benefits processes
• Develop and report Talent Management analytics and metrics
• Develop strong relationships and serve as primary liaison with IT and Finance
• Write and maintain user procedure guidelines and documentation for Talent Management systems and processes
• Manage the day-to-day relationship with the outsourced platform provider, including ongoing platform enhancements, outage announcements, and ongoing training and adoption
• Manage technical interfaces and maintain awareness of impacts to third-party systems
• Provide reporting and analysis for all salary and wage needs, including adjustments in the budgeting process
• Ensure all other reports are prepared and analyzed, as appropriate

Qualifications and Experience

• Have 3+ years of experience in HRIS, Payroll, Compensation, and/or Benefits
• Hold a Bachelor's Degree, in Business Administration, Human Resources, and/or a related field
• Hold SHRM-CP, SCP, PHR, and/or SPHR certification
• Have experience in basic Human Resources functions
• Be proficient in Microsoft Office Suite
• Have solid analytical and research skills
• Have great interpersonal skills
• Have excellent communication skills, written and verbal
• Have strong attention to detail and be highly organized
• Have 3+ years of experience in a management role

Accurate headcount budgeting and compliance reporting at JDR depend on the Human Resources Analyst, who produces dashboards, turnover analytics, and merit spreadsheets for leadership. Serving as the main point of contact for auditors and the EY compliance tool, the Human Resources Analyst keeps organizational charts, leave tracking, and salary requirements current across all locations.

Day-to-Day Responsibilities

• Responsible for JDR headcount budget preparation and corresponding presentations, to be discussed with the Director of HR as needed
• Design and develop analytics to improve business performance through dashboards, delayering schemes, employee productivity, and employee efficiency and effectiveness
• Develop and present to leadership teams turnover, overtime, and related reports and analytics
• Develop and lead non-exempt and hourly merit spreadsheets for drivers and techs
• Develop and maintain up-to-date salary and other HR legal requirements by state for all locations, and alert leadership and payroll of any changes, as applicable
• Serve as the main point of contact for the EY compliance tool, coordinating, researching, and updating tool HR items to keep JDR compliant, and ensure the system is regularly maintained
• Lead the Org Manager system and ensure data coming from HRIS and PeopleSoft accurately shows correct organizational charts
• Support compensation projects, including market data, salary ranges, salary surveys, and incentive compensation
• Develop and maintain a leave tracking system and alert leadership of appropriate employee updates
• Participate in meetings and work groups to integrate activities, communicate issues, obtain approvals, resolve problems, and maintain knowledge of new developments, requirements, policies, and regulatory guidelines

Skills and Qualifications

• Hold a Bachelor's Degree in Human Resources, Organizational Communication, or an HR related field
• Hold PHR/SPHR or other relevant HR certification, preferred
• Be able to successfully pass the company's background check and pre-employment drug test
• Have a minimum of five years of progressive human resources responsibilities, expertise, and experience
• Have a minimum of four years of progressive employee relations experience
• Have knowledge of Workers' Compensation, FMLA, general leave management, and relevant HR experience, preferred
• Be highly organized with very effective time management skills
• Have strong analytical skills and experience generating analytics
• Have advanced MS programs experience, especially in Excel and PowerPoint, as well as flowchart applications such as Visio
• Have overall excellent written and verbal communication skills
• Take a creative approach to identifying solutions for the resolution of employee relations matters
• Work well cross-functionally to support goals
• Have experience in a fast-paced, multi-tasking environment with strong attention to detail

As the Human Resources Analyst, this role oversees School of Shea learning management activities, ADP liaison duties, and personnel changes entered into the E-1 system for a multi-state HR team. The regional HR team relies on this work to keep personnel files, unemployment claims, and wage and hour audits compliant with California labor law.

Scope of Work

• Support assigned projects related to technology, process improvement, and compensation
• Oversee School of Shea, the learning management system, including assigning, tracking, auditing, and managing all activities, and troubleshooting and system enhancements
• Serve as the ADP liaison between team members and corporate payroll, and assist new associates with ADP set-up and troubleshoot issues
• Enter all personnel changes in the E-1 System, including new hires, promotions, transfers, terminations, and LOA status changes
• Coordinate with an outside vendor and the HR team on unemployment claims, inquiries, and responses to the EDD
• Respond to all verification of employment requests, ensuring information disclosure guidelines are met, and handle all employee garnishments
• Prepare termination packets and ensure required documents have been submitted by managers in a timely manner, and ensure exit interviews are scheduled and documented
• Conduct routine wage and hour timecard audits, and identify and communicate issues and improvement opportunities to the manager
• Process and maintain all I-9 files and conduct routine audits
• Participate in the benefits enrollment process, Wellness program rollout, and other HR related initiatives
• Partner with regional HR teams to support workers' compensation claims and documentation, log accidents in the OSHA log timely, and prepare wage statements for workers' comp claims
• Produce HR related reports from HRIS and payroll database for monthly and quarterly HR metrics calculations, and participate in associate recognition initiatives and team events

Requirements

• Hold a college degree, BS or BA, plus 1-3 years of human resources support experience
• Have a general understanding and knowledge of California Labor, Wage and Hour Law, and compliance requirements
• Have effective written and oral communication skills
• Have exceptional customer service skills
• Manage projects through planning, organizing, and coordinating tasks
• Have strong analytical ability to gather and summarize data for reports
• Find new solutions to various administrative challenges
• Have time management and organization skills, with strong attention to detail
• Have a solid understanding of Microsoft Office products, including Word, Excel, and Outlook
• Be proficient in HRIS, LMS, Time Keeping, and BI systems, preferred
• Have advanced Excel skills.

Human Resources Analyst refines year-end business reporting within the HRMS tool, covering payroll and benefits audits, reconciliations, and headcount data. The work directly supports the Reporting Analyst and HRMS System admin by resolving reporting issues and recommending procedural enhancements for stakeholders across the business.

Work Activities

• Complete specific year-end business reporting for the job evaluation process, compensation, and payroll reporting
• Build and deliver reporting for various stakeholders in the business as requested
• Troubleshoot and fix reporting issues as they arise
• Maintain all documentation relating to reporting
• Focus on continuous innovation, utilizing analytical tools to provide data driven insights and recommendations to the management team regarding reporting procedural enhancements
• Participate in work teams with other business stakeholders to understand their reporting needs
• Collaborate with the Reporting Analyst and System admin on data and reporting inquiries to ensure the best solution to the business problem
• Ensure compliance with people data governance policies and guidelines

Experience and Qualifications

• Have a minimum of 5 years of progressive experience using business analytics tools to design and create HR reports, with demonstrated knowledge applying analytical methodology
• Have intermediate to advanced Excel skills, including data presentation, VLOOKUPs, and index and match formulas
• Have experience with data validation between multiple data sets
• Have experience working with SQL and in a database environment
• Have high attention to detail and analytical capabilities
• Have strong knowledge and working experience of business technology
• Have excellent verbal and written communication skills
• Be able to perform comfortably in a fast-paced, deadline-oriented work environment and maintain a professional attitude
• Be able to work autonomously and as part of a team, with strong attention to detail and accuracy

The Human Resources Analyst guides HR audit and reporting work for the HR Business Partner Team, covering I-9 files, EEO-1 filings, and compensation report audits. Reporting within HR Business Partners and partnering with compliance stakeholders, the Human Resources Analyst documents workflows and resolves data errors so Caliber's HR processes stay accurate and compliant.

Performance Expectations

• Analyze and compile data related to all HR functional areas to monitor, recommend changes to, and support current departmental processes, procedures, and policies
• Communicate insights to HR leaders by summarizing conclusions, translating analytics into clear, understandable themes, and identifying analytic results that drive actionable insights
• Update employee files to ensure timely processing and accuracy of data
• Conduct I-9 and employment file audits
• Conduct monthly audits of the share drive, file clean up, and document maintenance
• Facilitate completion of BLS, EEO-1, Leadership Development, and unemployment reports
• Conduct HRIS audits and remediation, and create and report the DEI Dashboard
• Audit compensation reports, remediate errors, and support ad-hoc reporting as appropriate
• Assist with development and coordination of HR job aids
• Document internal workflows and processes, and update as needed
• Ensure compliance with Caliber policies, processes, and practices
• Maintain current knowledge of federal, state, and local employment practices and labor laws, and assess activities for compliance
• Develop internal and external relationships to support the execution of individual and department functions
• Perform other Human Resources related responsibilities as assigned

Technical Qualifications

• Hold a Bachelor's degree in Business Management, Human Resources, or a related field, or an equivalent combination of HS diploma and experience
• Have 1-3 years of Human Resource experience, preferred
• Have experience analyzing external labor market trends, with the ability to compile data and relate it back to business strategy and objectives
• Have working knowledge of the mortgage industry
• Have advanced knowledge of Microsoft Excel, Access, and other report writing tools
• Have experience with HRIS systems, including ADP, preferred
• Have previous experience working in a high volume, customer service-oriented, team environment
• Have strong interpersonal, oral, and written communication skills
• Have solid analytical capabilities, decision making skills, and the ability to exercise appropriate judgement
• Have strong organization skills, with the ability to effectively prioritize workflow from multiple sources
• Be able to multi-task, work with a sense of urgency, and flex to the work style of others
• Have a strong quality orientation with attention to detail and commitment to accuracy
• Have high learning agility, strong initiative, and be a self-starter with a positive attitude