What Does A HR Analyst Do?

WHAT DOES A HR ANALYST DO?

Updated: July 14, 2025 - The Human Resources (HR) Analyst analyzes HR operations and budget utilization, monitors key performance indicators, and provides recommendations to improve efficiency and cost control. The role involves creating reports and dashboards on workforce metrics, conducting employee surveys, and translating complex data into actionable insights for leadership. The analyst also supports talent and organizational development initiatives, relocation services, and the annual merit review process.

A Review of Professional Skills and Functions for Human Resources Analyst

1. HR Analyst Duties

Issue Resolution: Troubleshoot and resolve HR inquiries through various intake channels e.g., Phone, Webchat and Portal Requests regarding HR Programs, Policies, Processes and Systems using available internal resources such as standard scripts, FAQs, policy manuals and desktop procedures
System Coaching: Coach service users on how to use HR systems and applicable processes
Customer Service: Resolve issues while projecting and maintaining a professional customer service attitude and anticipating customer needs
Data Privacy: Ensure the confidentiality, accuracy and timely maintenance of Associate inquiries and data in compliance with data privacy and GDPR requirements
Work Prioritization: Prioritize work according to agreed standards
Program Knowledge: Develop and maintain a working knowledge of HR Programs, Policies, Processes and Systems, Guidelines and Program Procedures
Process Expertise: Build country process expertise for the supported country
Document Maintenance: Maintain operational documents used to perform daily tasks, ensure knowledge of processes/steps/responsibilities is properly captured and documentation is updated promptly
Process Improvement: Actively look for areas of improvement to identify Continuous Improvement (CI) initiatives

2. HR Analyst Details

HR Reporting: Ownership for all HR reporting requirements including employee data, headcount reporting, HR KPIs and dashboards, annual and ad hoc pay, bonus and benefits reporting, benchmarking analytics, diversity reporting, organizational structures etc.
Data Analysis: Providing specialist HR data reporting/analysis and project support, ensuring effective data collection, analysis and reporting on confidential HR data to agreed deadlines
Process Management: Managing the data requirements associated with annual or ad hoc processes e.g., annual pay review, bonus management, benchmarking activities
Report Development: Developing and maintaining a bank of self-service reports available to the HR team and wider business based on specified user requirements
System Utilization: Acting as a key user of all HR information systems and feeding performance and data integrity to the HR Director
Tech Enhancement: Work with the HR leadership team to identify, assess and deliver new technology to enhance the employee experience and improve HR efficiency
Data Uploads: Responsible for managing the upload of any mass data changes into various systems supporting, e.g., annual pay review, bonus payments, TUPE transfers, etc. and ensuring robust reconciliation and audit processes are in place
System Monitoring: Monitoring the performance of the HR Systems and being the point of contact for issue escalation to the HR Director
Process Improvement: Identifying continuous improvement opportunities to drive HR process efficiency and continually enhance the user experience
Access Governance: Acting as a controller for the governance of access rights in HR systems and ensuring that HR processes adhere to legal requirements, identifying and reporting any potential risks to the HR Director
Data Compliance: Ensuring robust data management processes and protocols are in place in line with GDPR requirements and standards
Project Support: Support as a project contributor on any further new systems and/or developments

3. HR Analyst Responsibilities

Culture Building: Contributes to creating a culture of excellence that emphasizes empowerment, quality, productivity and standards
Climate Support: Fosters a positive climate in the work environment through the deployment of HR processes in support of the business strategy
Training Coordination: Supporting plant training needs analysis and training coordination/implementation
Career Management: Support the deployment of career management systems, and organize an assessment center to attain the potential
Survey Management: Organize the deployment of the annual employee survey, assist in analyzing survey results, and participate in action planning
Insurance Registration: Registering new employees for social and health insurance
Documentation Handling: Preparation and maintenance of confidential employee documentation
Data Maintenance: Maintenance of all data while ensuring data privacy
Authority Submission: Preparation and submission of documentation for the relevant state authorities
Event Planning: Follow up on the engagement calendar and take the necessary action to organize the events
Communication Support: Enables communication effectiveness across the sites
Orientation Support: Supports HRM in conducting hourly and salaried new hire orientations and processing
Team Coordination: Actively coordinate orientation team activities for new hires and transfers
KPI Analysis: Responsible for HR reporting and HR KPIs analysis
Audit Preparation: Support in preparation for internal/external audits
Employee Support: Assist HRM by acting as a contact for employees’ comments, concerns, and questions, and provide information to employees
Recognition Activities: Assist with recognition programs within the plant (i.e., E-star) and actively engage in all engagement/community/charity activities
System Compliance: Comply with the requirements of the Quality and Environmental Management Systems
Leader Coaching: Coach and support front-line leaders on the new job grades and implement the outcomes of the project
Policy Adaptation: Search for opportunities to adapt Eaton policies and procedures with a change management process for the shop floor

4. HR Analyst Job Summary

Data Analytics: Responsible for the effectiveness of Burberry’s HR data analytics capability
Data Cleansing: Own regular data cleansing process, ensuring remediation activities, ownership, and progress are documented
Impact Assessment: Complete necessary impact assessments on new reporting and analytics capabilities
Ad Hoc Reporting: Complete ad hoc reporting requests received from the business, leveraging recognized analytical techniques
Issue Resolution: Accountable for the resolution of HR reporting issues
Subject Expertise: Act as a subject matter expert on HR data and reporting in support of business change initiatives
Regulatory Compliance: Ensure compliance with internal controls, standards, and regulations
Data Coaching: Coaching HR colleagues on the effective use of HR data
Leadership Influence: Influence the HR leadership team to promote data accuracy through the adoption of best-practice ways of working
Process Improvement: Regularly assess business processes to identify and deploy continuous improvement
Compliance Prioritization: Prioritizing those initiatives that promote compliance and benefit the customer
Workflow Optimization: Work with team members to identify opportunities for smarter working, simplification, and automation

5. HR Analyst Accountabilities

Job Advertising: Advertise permanent, full-time positions internally and externally on the Westpac website and LinkedIn
Talent Sourcing: Recruit contractors and permanent candidates for various roles in the Bank
System Management: Manage the recruitment system and open up roles to recruitment firms
Inquiry Handling: Act as a key point of contact for recruitment inquiries
Hiring Support: Support hiring managers with their recruitment needs
Recruitment Process: Preparing JDs, advertising job vacancies, obtaining the necessary hiring approvals, screening candidates, shortlisting, preparing job offers and onboarding new hires
Background Checks: Liaise with an external background checking company and ensure that the candidate’s background checks have been completed
Vendor Management: Continuously manage and review the preferred list of recruitment firms and supplier agreements
Database Management: Establish and manage an internal candidate database and capture unsolicited and referred resumes
Recruitment Reporting: Manage the recruitment tracking report and provide regular recruitment reports and turnover statistics to the Head of HR, Asia
Contractor Management: Manage contractor recruitment activity including the maintenance of accurate workforce records
Graduate Recruitment: Manage graduate and intern recruitment for the office
Brand Promotion: Promote the brand to external candidates
Contractor Support: Assist in managing Contractor recruitment activity including maintenance of accurate workforce records, monitoring contract dates and contractor payroll

6. HR Analyst Functions

System Management: Responsible for system uploads, data management and end-user support for the SAP SuccessFactors Employee Central module
User Training: Develops and delivers end-user training on system updates or implementations
Release Support: Supports new releases including testing and communication of changes to users
Tech Optimization: Supports future implementations and optimization of HR technology
Project Management: Collaborates with HR Technology team members to manage projects, develop project plans, and monitor performance
System Support: Supports additional systems that support core HR processes such as SharePoint
Tech Monitoring: Works with IT, SAP Success Factors resources and external network to stay abreast of the latest technology
Compensation Analytics: Responsible for the management of compensation survey data, submitting data to external parties and providing compensation analytics using the tool MarketPay
Process Support: Support annual compensation processes such as merit and incentive plans using Excel
Dashboard Maintenance: Assist in the development and ongoing maintenance of HR dashboards
Compliance Reporting: Responsible for working with third parties and internal partners on compliance reports
Data Accuracy: Monitor HR data to ensure accuracy
Data Analysis: Provide ad hoc queries and analysis utilizing core HR data

7. HR Analyst Job Description

Data Analysis: Provide day-to-day support in compiling, transforming and visualizing data and delivering timely and accurate analysis of the company workforce data
Dashboard Development: Design, develop, maintain and deliver key monthly dashboards and metrics, scheduled and ad hoc reports and queries that meet the business needs of stakeholders and support all areas of HR
Customer Interaction: Interact with all customers of HR data to determine their needs, define the best approach to meet those needs and implement the solution
Reporting Interface: Interface between IT, Finance and other business partners on reporting matters
Automation Support: Drive the organization towards a self-service model by assisting with automating the delivery of reports and dashboards
Issue Resolution: Troubleshoot all reporting-related issues and problems
System Support: Research and resolve system issues and inquiries via various hotlines and mailboxes
Data Validation: Liaise with up and downstream stakeholders to ensure data accuracy and timely entry of the underlying system data
System Integrity: Assist with maintaining the HR Technology portfolio, ensuring ongoing integrity of data through process review, security administration and audit
Project Support: Support small to medium projects by driving/contributing to activities such as business requirements gathering, business process mapping and analysis, system configuration, user acceptance testing and end-user support
User Training: Develop, deliver and maintain training for end-users, managers and admins
Process Maintenance: Create and maintain all reporting processes and procedures
Project Coordination: Provide coordination and analytical support on ad-hoc projects, requests and reporting

8. HR Analyst Overview

System Translation: Actively communicate with HR leaders to understand the latest business objectives and translate them into system requirements
Roadmap Development: Develop the roadmap for Workday requirements and enhancements and manage the execution plans
Cross Collaboration: Work with multiple work streams, integration teams, and business organizations to ensure cohesive and cross-functional impacts are considered and mitigated
Session Facilitation: Facilitate effective brainstorming and design sessions
Impact Anticipation: Anticipate how potential ideas may play out in the organization and what behaviors they will drive
Relationship Building: Build and sustain a comprehensive network of internal and external relationships to provide continuous feedback, ideas, and information about trends and leading practices
Document Creation: Create business requirement documents, detailed functional configuration documents, test plans, test cases, user training documents and implementation documentation
System Updates: Stay up-to-date with the latest Workday releases and provide suggestions around use cases accordingly
Issue Resolution: Collaborate with the Digital Technology team on identifying and resolving system inefficiencies and defects
User Support: Assist in resolving user “How To” questions and help create relevant job aids, learning content, and communications
Team Coordination: Work closely with other teams including People Operations, to gather input on potential system changes and communicate the potential change impacts

9. HR Analyst Details and Accountabilities

Record Maintenance: Maintain all Division leadership and SG&A employee records
Census Tracking: Maintain the Division’s employee Census data
Chart Management: Keep all leadership Organizational Charts current
Performance Support: Assist with the employee performance process
Requisition Management: Manage the Division’s requisition and personnel action request process
System Processing: Process employee changes through multiple systems by following process and procedural manuals
Inquiry Escalation: Escalate employee inquiries or systems issues to appropriate subject matter experts
Workflow Creation: Assist in creating job requisition workflows
Offer Generation: Generate approved offer letters to be sent to applicants
Background Coordination: Order background checks and drug screens and act as the main point of contact with prospective employees throughout the onboarding process
Packet Delivery: Create and send new hire packets to applicants
Equipment Ordering: Aide in the ordering of IT equipment, cell phones, and network access
Onboarding Initiation: Initiate new hire workflows and complete the I-9 verification process through E-Verify
File Management: Manage employee files/records throughout the full employee life cycle

10. HR Analyst Tasks

Project Participation: Participate in the creation of timelines, attend meetings, manage work according to the project plan, perform UAT testing, create test scripts, and validate data
Best Practices: Drive best practices and standardization, increase automation, and develop reconciliation procedures
Process Improvement: Identify and implement improvements in department processes, procedures and audits to improve operational effectiveness, increase accuracy and/or ensure legal compliance
Legal Support: Support legal compliance and be the point of contact for requests from the Legal department
Issue Resolution: Proactively communicate with the team, management, appropriate process partners, and/or customers to resolve any issues that might prevent timely processing or result in data integrity issues
Data Auditing: Audit and analyze high-volume employee data for accuracy
Payroll Analysis: Research and analyze payroll information to identify trends, and issues, and drive accuracy
Improvement Leadership: Assist with process improvement prioritization and lead specific process improvement activities
Payroll Projects: Participate in small payroll projects, from the creation of timelines, facilitation of meetings, the delegation of duties, taking notes and follow-up and confirming completion of tasks
Year-End Coordination: Facilitate year-end and quartered payroll activities, including organizing meetings and deliverables with all team partners and tasks for the production team
Task Completion: Ensure tasks are completed accurately and on time
Timeline Communication: Provide essential communication of the timeline to the team, stakeholders, and partners

11. HR Analyst Roles

Process Support: Support Employee Success processes including annual compensation programs (bonus, merit, budgeting and payment), promotions, and performance management
Salary Evaluation: Participate in the evaluation and analysis of salary data, and the determination of pay grades for new or existing jobs, including market pricing
Compensation Design: Design and execute employee total compensation statements
Benefits Administration: Assist with the administration of benefit plans and programs by plan documents as well as plan renewals, data feeds, analysis and audit cycles
Project Support: Support internal projects to design, build, implement and test reports, data structure and new functionality in Sage People
Dashboard Development: Develop, test, and validate dashboards for the Employee Success Team, individual team members, hiring managers and leaders
Analytics Management: Elicit data requirements and feedback from client teams, and manage the analytics intake process, requirement scoping, and backlog
Reporting Assistance: Contribute to team projects and assist teammates with various ad-hoc reporting/analytics requests as workloads dictate
Customer Experience: Provide an excellent customer experience on every contact with ES business partners, key stakeholders and employees
Work Delivery: Ensure timely delivery and production of work that meets or exceeds expectations

12. HR Analyst Additional Details

Program Administration: Administer company programs including issuing HR policy guidance
HR Consulting: Provide support and consulting to HRBPs, employees, leadership and customers
Report Analysis: Prepare and analyze reports (trends/metrics, etc.) and maintain records using internal databases and applications
Talent Acquisition: Assist with talent acquisition for the business unit
Initiative Implementation: Partner with the HR functional areas to implement new HR initiatives/programs (e.g., compensation structural changes, HRIS programs, training, performance management)
Regulatory Compliance: Ensure regulatory compliance
Program Adherence: Ensure equitable program adherence across different business units and teams
Benchmarking Activities: Conduct external benchmarking activities within the functional area
Cost Evaluation: Evaluate and recommend cost savings and continuous improvement opportunities
Policy Auditing: Perform audits to ensure compliance and consistency of policies and practices

13. HR Analyst Essential Functions

Data Analysis: Provide analysis and insights on HR-related data
Trend Interpretation: Interpret HR metrics and analyze data to provide insights into trends
Senior Reporting: Prepare company-level data and reports for Senior Management
Divisional Support: Work with the Human Resources Business Partners to provide data and reports for divisional requirements
Ad Hoc Reporting: Fulfill specialized and ad-hoc reporting requirements
Governance Compliance: Ensure compliance with internal organizational requirements and governance
Data Confidentiality: Protect the organization’s values by keeping information confidential
System Expertise: Act as the subject matter expert on HR-related systems including the HRIS (ADP), applicant tracking system and learning management platform
System Maintenance: Ensure ongoing capabilities in ADP for reporting, system enhancements and capabilities, employee self-serve, and manager self-serve
ADP Management: Accountable for any setup and maintenance within ADP
Data Accuracy: Responsible for the quality and accuracy of information on the People Management Centre
Project Execution: Complete special projects by clarifying project objectives, setting timelines, conducting research, developing and organizing information, and fulfilling tasks/activities
Project Planning: Develop project plans to deliver HR programs and initiatives on time and on budget
Project Communication: Manage expectations, communicate project status and issues, analyze time and cost issues and prepare reports
Project Management: Act as the project manager on any projects
Policy Application: Apply policies and procedures, government legislation and regulatory requirements in data analytics, HR metrics and division and company reporting
ISO Compliance: Ensure HR compliance with ISO requirements
Control Adherence: Adhere to policy, procedure and Delegation of Authority controls
Solution Development: Develop human resources solutions by collecting and analyzing information and recommending courses of action

14. HR Analyst Role Purpose

Data Analysis: Performs data analysis regularly to support surveys, AAPs, compensation, and internal HRIS analytics
Data Maintenance: Responsible for the setup and maintenance of HR data to ensure operations and reporting efficiency
Report Generation: Generates routine reports and designs special reports
Data Auditing: Audits HR data to ensure compliance with data privacy regulations and data integrity
Hiring Administration: Develops and administers hiring processes that attract qualified candidates and are compliant with AA and EEO requirements
Compensation Management: Recommends and administers compensation structure at the university, department, program and position levels
Performance Administration: Administers the staff performance evaluation program, and merit process, and revises
AA Compliance: Maintains compliance with affirmative action programs
EEO Reporting: Maintains other records, reports and logs to conform to EEO regulations
Goal Evaluation: Assists in the evaluation of reports, decisions and results of the department about established goals
Policy Improvement: Recommends new approaches, policies and procedures to effect continual improvements in the efficiency of the department and services performed
HRIS Reporting: Works with human resource information system records and compiles reports from the database
Regulatory Compliance: Maintains compliance with federal and state regulations concerning employment
System Development: Participates in developing HR systems

15. HR Analyst General Responsibilities

Reward Strategy: Provide support in the development of total rewards strategies, principles, and programs to meet global and local business needs
Program Communication: Communicate total rewards programs to the global HR team and employees to ensure understanding and the value of various components
Tool Creation: Create tools and templates for the accurate and efficient delivery of total rewards plans, procedures, and processes
Training Support: Training and delivery support with compensation, benefits, and pension-related education sessions
Inquiry Handling: Act as the first point of contact for HR, management, and employees for total rewards inquiries
Committee Preparation: Assist in the preparation of materials for quarterly Compensation Committee and Board meetings
Trend Research: Regularly perform research to identify total rewards trends, and regulatory and compliance changes
Program Administration: Administer various compensation programs to ensure that they follow established guidelines, processes, and procedures
Pay Recommendations: Provide compensation recommendations to the HR team and managers
Job Evaluation: Job evaluations, market competitiveness assessments, and internal equity comparisons
Annual Process: Support the annual compensation process for merit, short-term incentive (STI) plans, and long-term (LTI) incentives (grants and vesting)
Payroll Coordination: Partner with Payroll to ensure a high level of accuracy and timely delivery for compensation, benefits, and pension-related transactions
Benefits Review: Support the annual benefits review process including working with a broker to review claims experience/loss ratios and budgeting
Plan Communication: Communicate any plan design or premium changes to employees
Survey Participation: Participate in salary surveys and preparation of annual disclosure filings (20F and Proxy Materials)
Liaison Management: Be the key liaison between HR, Payroll, Finance, and IT for the successful delivery of HR technology and data
Tech Coordination: Support the coordination/implementation of future HR technology needs, additional HCM modules and/or data requirements
Calendar Management: Manage the overall HR technical calendar for systems, data and reporting for all relevant HR programs

16. HR Analyst Key Accountabilities

People Reporting: Action and report on key people activities to support the divestment of the Wealth business whilst ensuring alignment with relevant policies and processes
Data Analysis: Analyse and interpret data to yield insights that inform the design and development of solutions relating to the transition of employees as part of the Edison transaction
Stream Support: Support the broader initiatives and activities of the people stream
Plan Contribution: Contributing to the achievement of the plan
Issue Resolution: Working with the team to resolve HR issues and answer employee queries
Process Improvement: Make recommendations to improve processes
Stakeholder Communication: Provide advice and inform key stakeholders relating to activities and processes
Project Ownership: Full responsibility for the HR project
Market Analysis: Analyzing market data and trends related
Benefit Maintenance: Maintaining compensation and benefits plans
Budget Participation: Participation in budget planning
Policy Communication: Supporting internal customers by communicating, informing and advising regarding policies and standards
Strategy Support: Active support of managers and HR Business Partners in building and maintaining people strategies

17. HR Analyst Roles and Details

Job Evaluation: Support Lifestyle HR Business Partners by conducting job evaluations and analysis for existing and new jobs to resolve compensation issues
Market Pricing: Support job evaluations and market pricing data on positions
Survey Participation: Participate in compensation surveys and support the annual review of global salary ranges
Compensation Research: Assist in performing ongoing reviews and research to stay abreast of current compensation developments (global salary increase budgets, geographic differentials, etc) for the Lifestyle Division
Salary Planning: Collaborate with Lifestyle HR to plan, communicate and execute the Global Salary Planning process, including year-end merit and bonus recommendations
Compensation Coordination: Work closely with HR Business Partners to coordinate the processing and communication of all approved compensation recommendations, including supporting analysis of trends
Data Integrity: Ensuring overall consistency, data integrity and guiding managers, and researching outliers
Program Review: Perform monthly reviews of the Be Brilliant award program to improve utilization and adoption
Reward Communication: Support communication and education initiatives on internal reward programs
Initiative Support: Support key HR and Rewards initiatives and projects to attract, retain, motivate and reward employees
Equity Compliance: Ensuring internal equity, external competitiveness and governmental compliance
Analytics Contact: Provide a single point of contact for Professional Solutions SBU in helping to build predictive analytics to proactively address business challenges and opportunities, including hypotheses, analyze data, and communicate the results and trends back to key stakeholders
Data Validation: Support data accuracy and timely validation for the Professional Solutions employees
Workforce Planning: Support in building out Professional Solutions' annual workforce plan
Insight Application: Leverage insights to adjust future strategies and plans
Analytics Requirements: Collaborate with internal stakeholders to determine Professional Solutions' HR reporting and analytics requirements

18. HR Analyst Responsibilities and Key Tasks

Service Delivery: Manage and coordinate HR service delivery to ensure risk, compliance, and operational excellence
Policy Input: Provide input on HR policies, processes, and programs to CoEs
Recruitment Execution: Execute end-to-end recruitment process including sourcing, candidate management, interviews, offer management and onboarding of associate-level employees and contingent workers
Learning Support: Support local learning initiatives including conducting training needs analysis, developing learning content, delivering training, and managing training logistics
Attendance Management: Manage in-person time and attendance activities, including reviewing, resolving, and approving timecards
Return Management: Manage return to work, alternative duty and modification requests
Investigation Management: Manage or lead investigations into employee claims of unfair treatment or management charges of misconduct or non-compliance
Findings Communication: Communicate findings to the manager, HR Business Partner, and/or Legal
Discipline Monitoring: Monitor and resolve discipline issues, and if Union-represented, refer to the union disciplinary process
Appeals Handling: Manage the appeals process, conduct meetings, and make determinations
Documentation Management: Manage documentation of all materials and decisions related to employee and labor relations investigations
Community Relations: Manage local community relations
SharePoint Administration: Manage the Total Rewards HR SharePoint including policies, plan documents and templates
System Implementation: Participate in the systems selection and implementation process
System Support: Testing, upgrades, process mapping and documentation, maintenance, troubleshooting and general administration

19. HR Analyst Duties and Roles

Lifecycle Support: Partner with managers and employees on routine employee lifecycle tasks, e.g, hiring/contracting, leaves of absence, offboarding etc.
Stakeholder Partnership: Develop and maintain effective working partnerships with business stakeholders to understand and qualify business tasks and scenarios, make independent judgments, and understand the downstream impact of these transactions
Policy Advisory: Develop, review and implement policy and procedures and provide an effective and responsive advisory and support service on all aspects of Policy, Terms and Conditions and Employment Legislation
Governance Compliance: Understand and recommend additional governance procedures to ensure risk and compliance are adhered to across the group
Recruitment Strategy: Provide clear, consistent and timely human resources advice and support to the business on recruitment strategy, interviewing and candidate assessment
Team Collaboration: Build and leverage relationships with local HR teams to ensure a consistent employee experience for group functions employees globally
Business Coordination: Partnering with other areas of the business impacted by HR-initiated system transactions, ensuring a collaborative and consolidated approach
System Expertise: Serve as a subject matter expert on HR systems and tools (primarily Workday), using this expertise to influence the adoption and embedding of technology-impacted processes
System Ownership: Assume ownership and contribute to the development of the HR inquiry management system (ServiceNow), ensuring data/employee interaction is analysed and used to improve the experience
Process Innovation: Champion continuous improvement and innovation in partnership with the Workday Centre of Excellence, establishing/recommending updates to systems and processes, ensuring wider implications are considered
Impact Assessment: Proactively consider upcoming legislative or economic impacts (and globally) and ensure Group functions understand and are prepared to adopt changes to practice
Project Leadership: Volunteer to contribute/lead on ongoing projects across HR, and act as a change agent for ongoing activities across the group

20. HR Analyst Roles and Responsibilities

Performance Analysis: Analyze and report the overall performance of HR operational activities
KPI Monitoring: Monitor KPIs of and report findings to the HR Division manager
Budget Utilization: Monitor and report the utilization of the Human Resources' annual budget, and assist in controlling costs by constantly benchmarking and providing recommendations
Survey Analysis: Conduct surveys to gain detailed information about the employees, analyze the data and recommend ways to improve employee relations, job satisfaction, and morale
Dashboard Creation: Create dashboards and reports showing such as headcount, employee absences, diversity, and leaves, etc.
Performance Comparison: Use reports and statistics to compare annual performance and set targets for the coming years
Data Translation: Convert high-level technical information into details, analyze and communicate the findings to Managers in simplified ways
Relocation Support: Support diverse relocation services in close collaboration with the mobility and immigration team, as well as local HR teams
Program Support: Support initiatives and programs for talent management, team and leadership development, retention, organization design, performance management, and change management
Review Participation: Participate in conducting and implementing actions from the annual merit salary review process and organizational reviews

21. HR Analyst Duties

Payroll Assistance: Assist in processing the monthly payroll
Data Collection: Collect payroll documentation and complete input spreadsheets in an accurate and timely manner
System Entry: Ensure accurate, timely data entry into HR/Payroll systems including but not limited to leaves of absence/FTE changes, new starts, leavers and salary changes
Benefit Advisory: Advise and inform employees of benefit plan details, changes, new offers, etc.
Leave Management: Partnering with the Business Partner helps employees and managers manage leaves of absence, including parental leaves and sick leave
Visa Support: Provide support and advice on educational sponsorship requests and VISA issuance
Screening Liaison: Liaise with background screening and keep the candidate informed on progress
Induction Process: Completing a new hire induction and right-to-work checks
Enrollment Support: Support new hires with their benefit enrollments
Compliance Liaison: Liaise with compliance and various support functions
Offboarding Process: Complete various offboarding procedures, including data entry into Workday, producing leaver letters
Exit Interview: Working with the HR Business Partner to complete the exit interview
Reference Completion: Complete all references for current and previous employees
Interview Coordination: Scheduling, coordinating and facilitating in-person, phone and video-conference interviews

22. HR Analyst Details

Data Analysis: Compiling, coordinating, and participating in the analysis of data to support reporting, workforce planning, long-range planning metrics and assist in conducting surveys
System Maintenance: Updating and maintaining the Talent Management System
Candidate Management: Helping to manage contact with candidates and recruitment agencies
Interview Support: Greeting and onsite management of interview candidates and gathering interview feedback
Project Assistance: Assisting with general HR projects, HR transactions and employee issues
Recruiting Support: Handling and responding to business and employee recruiting questions and requests
Campus Recruitment: Provide support to the Talent Acquisition Lead on the roll-out of the EMEA Campus Recruiting effort
Admin Support: Generally assisting with all administrative tasks
HR Query Support: Support with general HR queries (i.e., Benefits/Workday/Payroll) and liaise with the relevant subject matter experts
Process Improvement: Support the HR Team with various projects aligned to the HR automation and continuous improvement strategy
Process Delivery: Support the delivery of all HR related processes such as performance reviews, compensation reviews, talent management
Trend Reporting: Support on ad-hoc reporting packs highlighting trends across the employee lifecycle (recruitment, Learning and Development, employee engagement, performance management, leaver analysis, diversity demographics and headcount data)

23. HR Analyst Responsibilities

Program Execution: Execute activities in support of the application of HR Programs
Process Knowledge: Develop in-depth knowledge of applicable procedures and rules related to the administration of HR programs and how they relate to other high-level HR processes
Data Collection: Collect data from the information systems (Connexions, SAP) and/or external sources and organize it to perform various analyses
Audit Participation: Participate in defining audit activities and the subsequent execution of the audit
Application Design: Responsible for the design, configuration, and implementation of Recruiting applications
Tool Enhancement: Improve the use of tools to increase candidate and recruiter engagement and flow
Requirement Alignment: Partner with stakeholders to distill and shape requirements, ensuring alignment with business/technology strategy and planned initiatives
Process Innovation: Drive continuous improvement through both technical (systems) innovations and process improvements to automate complex tasks, minimize manual work, enable expansion of self-service and provide an exceptional candidate experience
Technology Expertise: Serve as a subject matter expert in Recruiting Technology, reporting data utilization and supporting the Recruiting business on system-based metrics and In-App reporting needs
System Testing: Coordinate and perform system testing to ensure requirements are met
UAT Support: Work closely with project teams during user acceptance testing (UAT), including tracking issues through to resolution, and securing end-user acceptance sign-off
Project Delivery: Partner with Recruiting operations team members to define, plan, and execute small and medium projects, in addition to ongoing delivery of ‘run the business’ enhancements and fixes

24. HR Analyst Job Summary

Employee Support: Be the first point of contact for all first-line HR questions from employees
Onboarding Management: Take care of the local onboarding of new employees
Engagement Promotion: Continuously increase employee engagement in collaboration with the HR team
Safety Program: Be responsible for the health and safety program
Legal Handling: Sorting out employee-related legal issues, such as visa applications or work permits
Hiring Coordination: In charge of the hiring process when the offer is accepted
File Maintenance: Maintaining personnel files
Training Support: Providing support for training courses
Sickness Processing: Administer the processing of the sickness of employees to ensure the correct process
Metric Research: Research and recommend metrics to be implemented for various HR programs
SLA Monitoring: Assist with monitoring of the HR Department's ability to meet its commitment under its Service Level Agreements
Process Automation: Work with various partners to bring improvements/automation to processes and tools
Facility Management: Ensure operation of office equipment and facilities by completing preventive maintenance requirements, calling for repairs, managing the office lease, and possibly acquisitions or supplies

25. HR Analyst Accountabilities

System Enhancement: Implement changes to the Workday system to enhance the customer experience through prioritisation of deliverables, testing, documenting process and troubleshooting unforeseen issues
Data Analysis: Interrogate and analyse data, using opportunities to improve service and systems
Issue Resolution: Work to resolve the more complex HR system issues raised by the business
Dashboard Development: Develop dashboards to meet business requirements and drive people management
Project Support: Support HR improvement and change projects
Change Communication: Work with the Change and Communications departments to ensure the business is updated on relevant system changes
Relationship Building: Maintain positive working relationships with internal and external colleagues and customers
Report Production: Developing and producing a suite of regular reports (daily, weekly and monthly) and dashboards that present data to HR and the wider business in a simple and meaningful way
Trend Identification: Spot trends and identify opportunities to support the HR and wider business goals
Stakeholder Support: Working with HR Stakeholders to ensure their analysis needs are met
Report Opportunity: Identifying areas of opportunity to provide useful, regular reports and data to the wider HR team
Query Coaching: Provide a coaching service to the wider HR team, advising and assisting in the writing of ad hoc queries and reports in the HR System
Data Accuracy: Working with the People Services Team to ensure data held in the system is useful and accurate, making recommendations for change
Task Automation: Constantly identifying opportunities for development and applying efficiencies to reduce repetitive manual tasks with automated solutions

26. HR Analyst Functions

Recruitment Leadership: Leads the recruitment efforts of the Company to fill manpower requirements
Metric Analysis: Collects, compiles, and analyzes HR metrics and data from a variety of sources including but not limited to HR system, management and employee surveys, HR records, industry trends, competitors' practices, and other sources
Learning Support: Assists the team in learning and development activities, and other organizational development activities
Process Improvement: Identifies and recommends programs and process improvement initiatives
Policy Communication: Assists in facilitating town hall meetings, cascade of new policies, procedures, and other related initiatives
MI Reporting: Producing a range of accurate and timely people MI reports and insight across the employee life cycle from multiple internal and external data sources
Process Documentation: Develop documents and upgrade current processes to provide easy access to salary, benefits and rewards
Insight Presentation: Present monthly reports for key business insights with recommendations to take based on data-driven insights and trends across the employee lifecycle
KPI Tracking: Produce and track key HR KPIs
Benchmarking Analysis: Provide sector and competitor benchmarking
Data Mining: Mine and analyse data, draw valid inferences and present them in a format required by management

27. HR Analyst Job Description

Quality Review: Apply established guidelines and procedures to perform quality assurance reviews of year-end performance evaluation and compensation decisions and associated documentation
Documentation Assessment: Review documentation provided by managers to ensure it demonstrates sufficient consideration of any substantiated instances of misconduct and/or inappropriate risk-taking behavior when determining performance ratings and incentive compensation
Logic Validation: Compare descriptions of misconduct events and other relevant performance evaluation considerations to performance evaluation and compensation rationales to identify points of logical inconsistency and validate the quality of expression, word choice and grammar
Compensation Logic: Ensure manager documentation is properly descriptive of any relevant issues and applies well-articulated logic for making compensation adjustments
Written Commentary: Provide written commentary of findings to be shared with managers and their respective HR partners
Review Participation: Prepare and participate in monthly, quarterly, and annual HR Operations reviews
Survey Management: Primary point of contact for managing survey functionality for the HR organization, including maintenance of recurring surveys and managing ad-hoc survey requests
Dashboard Ownership: Provides ownership over the HR Connect ticketing data and dashboards, including regular updates of current dashboards, creation of new dashboards based on business needs, and ad hoc data requests from HR leadership
Trend Analysis: Analyze HR Connect ticket data, identifying trends and key takeaways, and presenting findings and recommendations to COE leaders
Process Improvement: Participate in and lead Process Improvement projects using lean tools and methodologies

28. HR Analyst Overview

Data Reporting: Collaborate with regional HR Business Partners and the Compensation team to create, manage and deliver top-quality, accurate reporting and data analytics to facilitate onward decision making
Stakeholder Coordination: Works in close collaboration with HR functional areas, management and vendors to discuss and clarify requests for data and to ensure deliverables/needs
Data Tracking: Gathers, tracks and prepares reports on data related to Human Resources functions
Report Troubleshooting: Troubleshoots data and reports
Program Implementation: Assists in the rollout and implementation of HR programs
Process Improvement: Assists in identifying process improvement initiatives
Effectiveness Assessment: Assists in assessing the effectiveness of initiatives
Program Administration: Supports the administration and maintenance of HR activities and programs within a specific functional HR area(s)
Policy Explanation: Explains HR services, practices, policies and procedures to employees and managers
Procedure Maintenance: Create, distribute, and maintain various standard operating procedures, reference tools, and workflows

29. HR Analyst Details and Accountabilities

Employee Support: Provides information to employees and managers regarding routine questions and issues
Workforce Planning: Performs staffing and workforce planning activities for production, non-exempt, or entry-level professional employees
Compensation Support: Participates in the compensation and benefits process by gathering information, preparing paperwork, and performing other activities to support the process
Training Delivery: Conducts/coordinates delivery of training courses utilizing both internal and external resources to provide tools to meet needs
Compliance Support: Gathers and compiles data to support compliance efforts such as legal requirements, Health and Safety, and other such areas
Data Liaison: Maintains employee information as a liaison between employees and Deere Direct, in addition to information maintained at the unit
Tool Utilization: Utilizes Human Resource tools such as SAP and Business Objects to view and extract data used to respond to requests for information
HR Process Support: Performs routine activities within Human Resources to support major processes such as compensation and benefits, staffing and employee development, training and development, safety and health, legal compliance and employee communications and global job evaluation
Report Ownership: Take ownership of monthly HR reports, analysis and recommend actions
Dashboard Development: Continuous development of the HR management dashboard as well as the headcount planning tool
Process Optimization: Optimize HR and control related processes
Data Auditing: Performing data checks and/or data care as well as audits of the different reports such as staff costs accruals, headcount, open positions, new hires and terminations, etc
Data Consulting: Consult with leadership, HR, Controlling and other users in providing support on a variety of ad-hoc data requests (static reports, presentations, executive summaries and detailed research analyses)
Operations Contact: Global first point of contact for the HR Operations team
System Analysis: Assist in analyzing human resource data and recommend appropriate solutions to IT specifications and participate in all system tests to ensure compatibility of production design with functional design
Issue Monitoring: Open and monitor tickets in response to all HRIS issues and ensure compliance with the timeframe and provide efficient feedback

30. HR Analyst Tasks

Request Validation: Validate change requests in Workday, identify incorrect data and modify according to the business policies and requirements, and validate the conformity of the attached documents
Request Tracking: Track pending requests and processes and follow up with the users for completion and approval
Mailbox Support: Receives and answers questions from the HR Mailbox
Document Handling: Contract/letter/documents, pre-boarding, benefits enrolment, leave status, off-boarding, employee file, etc.
Issue Escalation: Escalate complex issues and requests to the relevant HR Business Partner or CoE
LMS Administration: Support the administration of the Learning Management System (LMS) such as course and session setup, activate/deactivate contractors, and remove withdrawn sessions from employee transcripts
Vendor Coordination: Work with accounting to ensure payment of HR external vendors
Compensation Review: Play an integral role in the Annual Compensation Review campaign
Tool Maintenance: Modifying and maintaining the regional tool and creating the compensation simulation tool to simulate proposals
Regional Support: Support regional transversal and coordination tasks
Project Participation: Participate in other Compensation or HR ad hoc tasks or projects

31. HR Analyst Roles

Workforce Management: Manage workforce planning and employment, including interviewing applicants, administering pre-employment tests and background checks, processing transfers, promotions, hires, and terminations
HRIS Administration: Manage the company HRIS system and Oracle with personnel changes, new hires and terminations
Process Coordination: Manage onboarding/termination, company evaluation process and administration
Policy Communication: Interpret and communicate HR policies, procedures, laws, and standards to new and existing employees
Training Administration: Administer training sessions, including sexual harassment and benefits enrollment, and evaluate the effectiveness of training programs
Job Evaluation: Draft job descriptions, analyze job responsibilities, perform job evaluations, and screen applicants
Grievance Support: Assist with processing employee grievances and report to the Corporate HR Manager
Engagement Oversight: Oversee engagement programs and other employee relations
Claims Management: Manage the workers’ comp injuries process and claims process and review invoices for payment
Payroll Processing: Process and administer payroll system, reporting and processing of payroll for 250+ employees
Excel Reporting: Work on analytical Excel reports related to payroll, labor, hours and headcount
Payroll Auditing: Reconcile and audit various payroll-related activities, investigate variances, and recommend corrective actions

32. HR Analyst Additional Details

Report Analysis: Create and analyze standard reports including scorecards and dashboards, to drive decision-making related to performance, productivity, compliance and safety
Analytics Consultation: Consult with HR and cross divisional project teams to identify reporting and analytics needs to achieve project outcomes
Insight Generation: Analyze data to identify trends and insights and provide recommendations that enable leaders to make informed decisions and take appropriate actions
Tool Utilization: Utilizes in-depth understanding of the Pest Elimination business model and available data and reporting tools including Workday, AS400, Excel, Power BI, and Access databases, to analyze and report data
Visual Reporting: Develop reports and presentation materials including charts, graphs, and other visual representations of data and related insights
Talent Support: Support annual talent processes needing data reporting and analytics support, including PP+D, Talent Planning, Bonus, Merit Planning, LTI, etc.
Process Education: Serve as the subject matter expert, providing education and consultation to the HR business partners on Workday functionality and reporting for all talent processes
System Partnership: Act as the Workday knowledge expert and partner with the enterprise-wide Workday team on system functionality and overall data management
Process Automation: Identify and implement improvements to automate HR related processes

33. HR Analyst Essential Functions

Program Management: Take charge of key employee programs in the Tokyo office and APAC, such as DE&I, Wellbeing and Health, Business Networks and others
Government Support: Support yearly HR and HR related government sanctioned programs, e.g., Stress Check, Health Checks, or similar
People Process: Support general employees and managers in managing the annual cyclical people process, including Mid-Year and Year-End Compensation Programs, Officer Promotions, Performance Management and Talent Reviews
Employee Resource: Act as a resource to employees for questions, concerns, assist employees with career development, career progression, as well as problem resolution
Onboarding Support: Help with onboarding, assimilation and development
Training Coordination: Assist with training and development, including coordination of existing training programs, hosting training and developing training needs
Compensation Support: Support HR and Finance Specialists on compensation and benefit issues
Cross Collaboration: Liaise with other HR colleagues in global offices as well as Finance functions such as Global Mobility, Tax, Payroll, Benefits for day-to-day issues or project work
KPI Reporting: Contribute to the team goal to ensure, together with peers, high-quality HR KPI reporting to the Management Board and Board of Directors of Sonova AG, including conclusions and actions
Dashboard Development: Contribute to the team goal to develop together with peers a flexible and decentralized KPI dashboard and reporting IT solution, which is integrated with Sonnet and corporate HR processes
KPI Optimization: Continuously develop and optimize the set of KPIs to fit the effective management of performance/outcome, processes and data quality
Data Quality: Ensure a high level of data quality and systematic and effective procedures for data maintenance
Performance Monitoring: Proactively address performance gaps with global HRM Business Partners and monitor action plans to fill those gaps
Process Integration: Pro-actively collaborate with the Sonnet team and Corporate Controlling team to ensure integrated and efficient processes
HRM Communication: Keep the HRM community up to date about developments in the area of HR Controlling

34. HR Analyst Role Purpose

Promotion Support: Support the strategy and implementation of promotion processes that evaluate candidates for advancement to all career levels across Deloitte Global
Due Diligence: Supporting due diligence for Director and Managing Director candidates
Survey Management: Managing the stakeholder feedback survey, updating interview guides, preparing materials and reports for senior leaders, and facilitating compliance reviews
Communication Planning: Develop communications plans and supporting communications for promotion programs including the following platforms: email, PowerPoint, and internal website
Material Development: Support the development of educational materials, FAQs, and presentations for awareness of the promotion processes across Global professionals and leaders
Insight Collaboration: Collaborate with the analytics and reporting team to provide enhanced insights to the business to equip them in making informed promotion decisions
Project Tracking: Develop and monitor project plans, track and follow up on risks, and accurately report progress against milestones to keep projects/initiatives on schedule
Training Execution: Assist in the development, planning and execution of the graduate Initial Training Programme or graduate placement process
Issue Investigation: Investigate employee relations issues
Workforce Analysis: Compile and analyse data to determine the impact of workforce changes
Process Guidance: Support employees and managers through the new promotion process
Exit Interviewing: Conduct exit interviews with employees and compile feedback to identify trends
Diversity Training: Help deliver diversity training for managers

35. HR Analyst General Responsibilities

Payroll Review: Reviews and checks payrolls for accuracy before submission, acting as the back-up to deliver accurate and timely processing of payroll
Data Maintenance: Inputs and maintains payroll data, prepares complex manual payments and completes financial reconciliations
Process Administration: Initiates and monitors the administration of onboarding and offboarding processes, completing benefits onboarding/orientation
Document Preparation: Organizes and prepares complex documents using a variety of applications, particularly MS Excel
Report Compilation: Responsible for gathering and summarizing data for HR reports
Query Resolution: Resolves queries by providing information on payroll, HR and benefits processes, and related policies
Compensation Administration: Administers the compensation program, including employee expense reimbursement, gas cards and grocery coupons
Performance Monitoring: Monitors the performance evaluation program and makes recommendations for improvement to the processes
Compliance Reporting: Handles communication and compiles training reports to be compliant with Labor Commission standards
Employee Counseling: Handles employee relations counseling, onboarding, exit interviews and offboarding
Policy Development: Assists in the development and implementation of personnel policies and procedures
Handbook Maintenance: Prepares and maintains the employee handbook and policies and procedures manual
Goal Development: Participates in developing Personnel and Organizational goals, objectives and recommends new approaches, policies and procedures to effect improvements in efficiency of services performed

36. HR Analyst Key Accountabilities

Inquiry Response: Respond to a broad range of HR inquiries from the Service Request tool, telephone calls and e-mail with emphasis on providing strong customer service
Data Management: Manage employee data in the HCM system including new hires, organizational changes, compensation changes, personnel actions, terminations, etc.
Program Implementation: Assists with the implementation of programs, policies, and services provided by the company by acting as the customer's first line of contact
Orientation Facilitation: Facilitate new-employee orientation and ensure the appropriate onboarding process for new employees
Background Verification: Conduct background checks and eligibility verifications for internal programs
Record Maintenance: Maintain employee files and paper records
Project Support: Provide support to other HR programs and projects
Relationship Building: Create and maintain relationships to maximize the adoption and usage of the platform
Vendor Support: Be the first level of support to assist vendors and internal teams with issues and questions
Guided Support: Provide guided support to internal teams to help them get their projects created
Project Coordination: Provide Full-Service Support to the business and become the central point for project creation
Vendor Maintenance: Assist in the maintenance of the Approved Vendor List on SharePoint
Engagement Management: Proactive Management of engagements in the system
Transaction Updates: Assisting in maintaining any changes or updates to the Transaction

37. HR Analyst Roles and Details

Career Transition: Contributes to and enhances current policies, procedures and proposals to provide an array of Career Transition services to support organizational objectives and staff needs for effective career assistance
Policy Research: Researches and provides information on the current transition policies and regulations
Policy Interpretation: Interprets current transition policies and regulations and provides advice on their application, including for unusual situations, in consultation with OHR, Policy and Legal Offices
Liability Mitigation: Supports the mitigation of institutional liability on UNDP’s behalf by ensuring that transition administration support is consistent with OHR’s career transition policies and legal jurisprudence
Procedure Update: Ensures that relevant Standard Operating Procedures are up to date and in line with policies
Stakeholder Consultation: Consults with Business Partners and other organizational stakeholders to provide recommendations and proposals regarding career transition issues as well as sensitive separations, displacement/UN system mobility and complex issues relating to staff in transition
Compliance Assurance: Ensures compliance of career transition strategies with UNDP rules and regulations, policies and guidelines by providing ongoing operational guidance, interpretation and technical support to the Team
Procedure Implementation: Implements the corporate career transition procedures
Interagency Coordination: Reviews, analyzes and facilitates inter-agency moves (transfer, secondments, loans), ensuring timely follow-up and delivery
Case Management: Oversees the review, facilitates and finalizes individual transition cases, including staff separation
Communication Issuance: Issues official communication to the concerned staff
Request Analysis: Provides HR Business Partners and other stakeholders with a thorough analysis and recommendations for each interagency or separation request
Team Leadership: Manages and guides transition teams to ensure timely, accurate and client-oriented services
Activity Coordination: Coordinates unit activities, ensuring timely and effective service delivery
Case Advising: Provides team members with advice and solutions on more complex career transition cases or cases of an exceptional nature
Direct Action: Directly take appropriate action on difficult cases to identify and deliver a solution
Selection Facilitation: Facilitates selection processes, including management of tests, desk reviews and competency-based interviews in line with UNDP policies and procedures
Advocacy Support: Corporately advocates on behalf of displaced staff, ensuring due process and priority consideration
HR Advising: Provides advice on the interpretation and application of HR policies, rules and regulations related to career transitions
Strategy Analysis: Analyzes corporate HR career transition strategies and policies, assesses the impact of changes, and makes recommendations on their implementation
Relationship Building: Develops and maintains productive cooperation with key contacts within UN System organizations and other counterparts

38. HR Analyst Responsibilities and Key Tasks

Information Management: Keeps contact information up to date
Pool Support: Supports management of the reassignment pool
Career Advising: Provides consultations and advice to staff on career transitions, e.g., the due process, options, forms, benefits and entitlements, shares available vacancies and responds to staff members’ queries about UNDP career opportunities, application process and other career matters
Clear Communication: Provides clear communication, with sensitivity, to facilitate a respectful and helpful resolution of staff transition cases
Stakeholder Liaison: Ensures to liaise and connect affected staff members with appropriate units for their job search and career transition
Confidential Handling: Handles issues with confidentiality and sensitivity, maintaining constructive relationships with the Office of the Ombudsperson and Staff Council, as well as with other units
Discretion Maintenance: Maintains professional discretion and confidentiality
Record Oversight: Establishes standards and oversees the proper maintenance of staff records in all relevant systems for transition cases
Transaction Monitoring: Performs monitoring and tracking of all transactions related to interagency moves, staff transitions and offboarding
Report Preparation: Prepares reports for OHR management on interagency moves, staff transitions and offboarding
Trend Awareness: Maintains up-to-date knowledge of career transition trends and best practices in the public and private sectors
Knowledge Development: Co-develops knowledge products and user self-service resources
Tool Promotion: Promotes self-service tools for staff in transition status
Database Management: Compiles and manages a database of organizational history and knowledge regarding decisions and precedents in career transition/separation issues
Issue Highlighting: Ensures regular monitoring of regional HR networks to highlight issues of common concern
Practice Distillation: Distills best practices and comparative experiences and proposes quality enhancements
Process Improvement: Focus on continuous process improvements to reduce transaction costs and time

39. HR Analyst Duties and Roles

Data Leadership: Provides expertise and leadership in the collection, management, and analysis of people data and the documentation of departmental processes and procedures
Project Collaboration: Collaborates with others, supports, and may lead projects and process improvement initiatives involving the analysis of new or existing data and/or the implementation/integration of related analytics or service solutions
Insight Analysis: Analyzes data and information from several systems to draw insights related to recruiting, developing, engaging, and retaining talent
Action Recommendations: Take action and make recommendations based on data-driven insights and trends
Report Creation: Creates custom reports, presentations, and data visualizations to communicate data analysis and findings to various audiences
Dashboard Maintenance: Creates and maintains monthly and quarterly workforce dashboards
Process Development: Develops processes to streamline the periodic reporting and analysis of people data
Asset Revision: Develops, reviews, and revises knowledge management assets such as departmental policies, guidelines, SOPs, and flow charts, etc.
Data Reconciliation: Reconciles and audits people's data to investigate and address data discrepancies
Mentorship Support: Provides mentorship and guidance to other analysts on the team
Stakeholder Alignment: Collaborates with key partners and partners (IT, Finance, HR Business Partners, and Talent Acquisition) to ensure alignment of objectives, deliverables, timelines, etc.

40. HR Analyst Roles and Responsibilities

Roster Management: Generates rosters and change reports, updates survey descriptions and distribution matrix
System Coordination: Coordinates Salary Survey Information System SSIS maintenance table updates, uploads survey results, and validates data
Survey Validation: Produces survey extracts and conducts first-pass validations for Designer review
Material Preparation: Prepares presentations and meeting materials to support the Survey Process
Survey Analysis: Responsible for Salary Bracket Survey preparation, analysis, and submission
Audit Review: Reviews the validation of audit reports from the consultant
BLS Support: Supports the Bureau of Labor Statistics BLS Survey and provides survey results by geographic location
Market Research: Leverages Economic Research Institute to extract market data specific to individual geographic regions in support of Designers
Survey Execution: Executes the Survey Acquisition process for GCB PD NA COE through the development of work orders, securing price reasonableness and Law review documentation
FLSA Review: Ensures appropriate FLSA codes are assigned to US positions by conducting monthly sample reviews of summary reports and partnering with HRPD on required changes
Classification Coordination: Coordinates position classification / Position Description Questionnaire PDQ process by partnering with BHR, Law and the BL to determine whether positions should be classified as Exempt or Non-Exempt
System Expertise: Serves as SHARP and Career Connect SME through systems support for ad hoc queries, extractions and downloads of special report requests
Testing Support: Develop SWI and test new modifications/enhancements in SSIS and S3

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