WHAT DOES A HR REPORTING ANALYST DO?
Published: Jul 17, 2025 - The Human Resources (HR) Reporting Analyst supports HR Commercial Business Teams through project management, data analysis, report generation, and administrative coordination, including meeting logistics and procurement tasks. This role ensures data integrity in HRIS systems, maintains efficient departmental processes, and creates both ad hoc and recurring trend reports related to headcount, attrition, and talent development. Additionally, the analyst manages procurement and expense processes, assists in planning HR events, and conducts audits and investigations using HR and finance systems.
A Review of Professional Skills and Functions for HR Reporting Analyst
1. HR Reporting Analyst Essential Functions
- Report Development: Test, document, and deploy new and enhanced reports (Advanced, Matrix, Composite) and dashboards in Workday.
- Data Modeling: Leverage calculated fields and Workday’s business objects to recommend the most appropriate solutions.
- Impact Analysis: Provide input on reporting impacts for projects, system enhancements, and other business initiatives.
- Requirements Gathering: Partner with stakeholders to understand report requirements and ensure results meet the business needs.
- Data Understanding: Deeply understand the data and how business processes influence data to ensure the right data is leveraged in deliverables.
- System Knowledge: Understand data and setups in ServiceNow to serve as a primary backup for reporting and dashboards.
- Governance Compliance: Support HR Reporting governance processes and ensure governance standards are followed.
- Data Interpretation: Drive standard interpretation, output, and use of workforce data, and communicate data nuances that impact interpretation.
- Data Expertise: Function as the HR workforce data expert with the ability to consult and guide customers on HR data.
- Proactive Reporting: Discern opportunities to get in front of needs and provide proactive and scalable reporting solutions.
- Data Auditing: Conduct data integrity audits in collaboration with partners and make recommendations on clean-up, process improvement, and metrics to assist in increased accuracy.
2. HR Reporting Analyst Additional Details
- Reporting Development: Support the development and continued improvement of reporting solutions to enable business processes and data delivery
- Project Management: Plan and execute work and projects while proactively providing project updates with minimal support
- System Knowledge: Deliver work in and understand BI and core HR systems
- Data Utilization: Understand and use expertise of available data elements to develop creative solutions and recommendations
- Team Collaboration: Build strong partnerships and collaborate across business and technical teams in day-to-day work to improve results
- Process Documentation: Develop and maintain documentation on HR reporting processes, technical routines, and best practices to improve the overall efficiency of the reporting environment
- Agile Delivery: Work in a fast-paced, iterative, agile environment to rapidly deliver value to end users while testing and learning to further improve outcomes
- Report Optimization: Optimize report design with minimal support to ensure a quality end-user experience while not negatively impacting overall system performance
- Report Governance: Assist in ongoing report governance
- Agile Participation: Participate in agile ceremonies
3. Global HR Reporting Analyst Roles
- Report Support: Respond to queries and issues with Workday Reporting
- Dashboard Development: Build out the Dashboard Capabilities within Workday to provide Executive Level Reporting
- Data Resolution: Work with the Country HR Service, Deliver teams on resolving data gaps/anomalies
- Stakeholder Reporting: Work with the HR RDO to provide reporting, analysis, and data packs for senior business stakeholders
- Ad Hoc Reporting: Respond to ad-hoc reporting requests
- Data Security: Ensure data security and confidentiality are maintained at all times
- Team Collaboration: Partner with the Workforce Planning and Analytics COE
- System Updates: Ensure that any updates impacting reporting from the Bi-Annual Workday Releases are leveraged
- Project Support: Support HR Operations projects and initiatives
4. HR Reporting Analyst Tasks
- Technical Support: Serve as a technical point-of-contact for reporting and assist subject matter experts with data integrity and data access security.
- Request Management: Support the HR data intake process to identify user needs, access requirements, and business use to prioritize and track requests.
- Report Development: Design, develop, and deliver HR reports across various HR technologies.
- Process Execution: Identify and execute an efficient and repeatable process to deliver data requests from various business partners.
- Dashboard Management: Manage maintenance, design, development, testing, and deployment of custom reports and dashboards in alignment with HR program goals and data security framework.
- Compliance Reporting: Prepare and analyze data for compliance-related reports such as EEO-1, Vets-100, AAP, etc.
- Solution Development: Provide assistance and recommendations in developing solutions to ensure compliance with all necessary reporting requirements.
- User Training: Develop user procedures, guidelines, and documentation, and provide training to end users on new and existing processes and functionality.
- Process Improvement: Recommend process/customer service improvements, innovative solutions, policy changes, and/or major variations from established policies.
- Trend Monitoring: Maintain own knowledge of current trends in HR/Compliance, HRIS, HR technology, and other applications/tools (e.g., product and service development, applying key technologies, trends in information systems training).
- Behavior Modeling: Model behaviors that support the company’s common purpose, ensuring guests and team members are supported at the highest level.
- Policy Compliance: Ensure all activities comply with rules, regulations, policies, and procedures.
5. HR Reporting Analyst Overview
- Report Development: Develop and generate Workday reports and integration data sheets (EIBs) to support HCM, Payroll, Benefits, Compensation, Talent, Recruiting, and other areas
- Report Cleanup: Cleanup existing custom reports, calculated fields, and dashboards in DRW’s Workday HRMS and Greenhouse ATS
- Dashboard Management: Create, design, and maintain HCM, Payroll, Compensation, and Recruiting dashboards in Workday HRMS and Greenhouse ATS
- Report Cataloging: Manage DRW’s catalog of reports, calculated fields, embedded analytics, and dashboards, ensuring accuracy and availability of reporting for stakeholders
- User Support: Develop procedures, guidelines, and documentation for Workday and Greenhouse reporting and assist employees with system reporting usage
- Talent Reporting: Assist the talent acquisition team with upcoming reporting initiatives, including Greenhouse reporting functionality add-ons and the implementation of business intelligence tools
- Ad Hoc Reporting: Assess, prioritize, and produce ad hoc reporting and analytics by integrating data from multiple sources for critical business needs
- Data Auditing: Help maintain data integrity through the creation and execution of audits and analyses
- Stakeholder Management: Partner with the HR team and other key stakeholders to define reporting requirements while managing stakeholder expectations, developing best practices, solving problems, and implementing improvements to the existing reporting structure
- Project Participation: Participate in various projects and initiatives that impact DRW’s internal and external reporting needs, including reporting initiatives for any additional systems DRW may implement
- System Upgrade Support: Support the HRIS team with Workday’s semi-annual system upgrades, including document summarization, system design, configuration, and user acceptance testing
- Technology Strategy: Remain current on HR system and data strategies to implement new ideas as well as leverage system technology for operational effectiveness
- Process Improvement: Continuously identify process and design improvements and implement changes
6. HR Reporting Analyst Job Description
- Project Management: Support Anda and the North America HR Commercial Business Support Teams with project management, analysis, reporting, project coordination, and some administrative tasks such as the preparation of communications, presentations, departmental procurement, and meeting logistics.
- Meeting Coordination: Support in the organization of departmental meetings, including creation of presentation materials, scheduling, and logistics.
- Process Maintenance: Responsible for maintaining processes that lead to the efficient and effective operations of the HR department that supports NA Commercial.
- Data Auditing: Support HR data quality in HRIS Systems by auditing organizational charts, cost centers, supervisors, work locations, etc.
- Trend Reporting: Create ad hoc reports supporting HR Business Partners to analyze trends in headcount, attrition, talent acquisition, and talent development.
- Recurring Reporting: Help identify the need and support the availability of periodic reports that might be needed on a monthly, weekly, or quarterly basis.
- Procurement Management: Manage all departmental procurement, including Purchase Orders, invoicing processing, and the departmental purchasing credit cards.
- Payment Processing: Ensure the proper and timely processing of payments to suppliers by monitoring procurement workflows in SAP Ariba, serving as the liaison to corporate procurement, finance, and accounting.
- Expense Management: Manage expense reports and the reconciliation of credit card statements to support the procurement process.
- Event Planning: Help create and manage the HR events calendar for North America.
- Project Coordination: Assist and manage various projects for the Business Partners to ensure timely completion.
- Investigation Support: Conduct a variety of investigations, including time and expense audits, utilizing Kronos and Finance systems.
7. HR Reporting Analyst Functions
- HR Reporting: Compile and provide ongoing HR metric reports to the business, including file sharing, data uploads, and email communication
- Report Maintenance: Maintain the organization of the reporting library and the relevancy of process overviews and job aids
- Data Accuracy: Collaborate with the Data Management team to ensure the accuracy and quality of HR data and current organizational structures
- Reporting Expertise: Maintain a full understanding of report data fields and serve as a subject matter expert on tabular relationships and criteria usage
- Issue Escalation: Analyze ad hoc reporting requests following SAP data capabilities and serve as an escalation point for reporting issues
- Requirements Gathering: Draft requirements and liaison with HRIS developers for low-code platforms that host HR data
- Recruiting Analytics: Analyze recruiting data and metrics, identify trends, evaluate the effectiveness of recruiting strategies, and measure ROI
- Insight Communication: Communicate trends and insights to leaders, as well as communicate data integrity issues or process gaps to individual team members and leads
- System Enhancement: Evaluate additional information needs and recommend appropriate system changes or enhancements to meet the needs
- Report Development: Draft, maintain, and support a variety of reports or queries utilizing appropriate reporting tools
- Customer Reporting: Assists recruiting/Business Intelligence team in the development or customization of standard reports for ongoing customer needs, generates ad-hoc reports
- Stakeholder Collaboration: Establish and maintain relationships to continually improve collaboration with Business stakeholders, including Recruiting leaders, Global HR Systems, Talent & Recruiting Operations, and related teams
8. Senior HR Reporting Analyst Accountabilities
- Reporting Requirements: Partners with the HR team and other key stakeholders to define reporting requirements while managing stakeholder expectations, developing best practices, solving problems, and implementing improvements to the existing reporting structure
- HR Analytics: Responsible for daily, weekly, monthly, quarterly, EOY, and ad hoc HR-related reporting and analytics
- Dashboard Maintenance: Programs and maintains forms and formats, dashboards, data generators, canned reports, and other end-user information portals and resources
- Executive Reporting: Fulfills requests for moderately complex ad hoc and recurring reports for senior leaders and the Board of Directors
- Data Ownership: Serves as the point of contact for HR business involving the development, implementation, and testing of Human Capital reports and all HR owned data
- Data Quality: Responsible for researching, analyzing, troubleshooting, and resolving issues that impact data quality
- Trend Monitoring: Collaborates with management to continuously improve existing reports, monitor, and escalate emerging trends
- Meeting Participation: Participates in administrative staff meetings and attends other meetings and seminars
- System Implementation: Evaluates new functionality and participates in the implementation of additional systems/modules and data transfers
- Business Solutions: Works with company resources that partner with HRIS and IT to provide business solutions
9. Senior HR Reporting Analyst Job Summary
- Requirements Gathering: Partners with internal clients to gather requirements and derive solutions that provide stable day-to-day operations with a high level of customer satisfaction
- Task Ownership: Takes ownership of assigned work, providing high-quality deliverables per the project schedule
- Issue Resolution: Prioritizes issues and works to resolve them via system updates, training, process adjustments, etc., based on an understanding of the business needs
- Vendor Management: Works directly with vendor partners to implement enhancements, troubleshoot errors, identify areas of improvement, increase functionality, etc.
- Technical Support: Provides escalated assistance to users experiencing technical issues or needing additional guidance and responds to assigned system inquiries
- System Documentation: Creates and maintains documentation of system configuration and the associated impact to all users of the system, and identifies inter-dependencies with other tasks/applications using department guidelines and templates
- Data Auditing: Conducts assigned system and data audits
- User Training: Develops and provides training to administrative and employee users on existing and new systems/ modules/functionality
- Presentation Skills: Create and conduct presentations using audiovisual tools, including PowerPoint