WHAT DOES A HUMAN RESOURCES ANALYST DO?

Published: July 24, 2025 - The Human Resources Analyst evaluates HRIS performance, audits data accuracy, and recommends system or procedural improvements to ensure alignment with organizational policies and collective agreements. This role collaborates with HR, Payroll, Finance, and IT teams to resolve technical issues, implement system updates, and maintain compliance with documentation standards. The analyst also supports communication and training efforts by developing materials and maintaining manuals for HRIS processes and user education.

A Review of Professional Skills and Functions for Human Resources Analyst

1. Human Resources Analyst Duties

  • Customer Service: Provide exceptional customer service to internal clients, efficiently answering their questions, and providing them with accurate information
  • Process Knowledge: Develop an understanding of end-to-end HR processes and be able to act as a competent backup for other team members
  • Site Support: Provide support across multiple sites while helping to drive consistency and efficiency through standard work processes
  • Process Auditing: Conduct audits of current processes, propose controls/enhancements to mitigate risk and increase efficiency
  • Process Improvement: Continuously identify and drive process improvement and standardization opportunities to provide an outstanding employee experience, identify areas for automation and reduction of risk
  • Documentation Development: Create and improve existing process documentation
  • Data Analysis: Collects, compiles, and analyzes company data and HR metrics from a variety of sources, including an HRIS, employee surveys, exit interviews, employment records, and other sources for trends in compensation, benefits, and more
  • Report Management: Owns analysis and reporting for the HR department, such as diversity, equity, compensation, promotion, and other reporting and analysis
  • Results Reporting: Prepares reports of results, presenting and explaining findings
  • Business Case: Assists in building business cases based on findings
  • HRIS Reporting: Utilize HRIS reporting tools to develop ad hoc reports, dashboards and metrics globally

2. Human Resources Analyst Details

  • Data Entry: Enter and document in the system (SAP) personnel movements, such as hiring, re-hiring, transfers, probations, terminations and long-term absences
  • File Maintenance: Enter and document changes to information in the employee’s personnel file
  • Payroll Coordination: Work in collaboration with the payroll department when changes affect payroll (retro calculations, bonus payments)
  • Database Auditing: Analyze recurring problems, make diagnoses and develop audits to ensure the quality and accuracy of the database
  • User Support: Provide support to Ocean Group business unit users and refer issues to the level 2 analyst or functional analysts
  • Data Extraction: Extract various data from the system according to the needs and requests of the HR team
  • Quota Analysis: Analyze the various absence quotas and update them annually
  • Rate Calculation: Proceed to calculate average rates for vacations
  • Benefits Management: Manage the movement of employees on the supplier’s insurance and retirement savings portals
  • Membership Follow-up: Follow up on missing retirement savings memberships
  • Invoice Reporting: Provide the HR data for EAP invoicing
  • Team Training: Provide training for new HR team members or users on the operation of SAP and basic functionalities
  • Procedure Development: Contribute to the development and maintenance of HR procedure documentation
  • Form Management: Manage HR form updates

3. Human Resources Analyst Responsibilities

  • HRIS Maintenance: Maintains accurate and timely employee information in the District's HRIS system
  • Record Preparation: Prepares records for new employees including information such as salary and benefit elections, seniority dates, test results, fingerprint verification, work location, budgeted hours, as well as demographic information such as education level, ethnicity, disabilities and accommodations
  • Status Monitoring: Monitors, reviews and records employee status changes and contractual and legal rights such as probation, reinstatement, transfer, leave of absence, use and exhaustion of leave benefits, layoff, disability, and unemployment
  • Claims Management: Receives and monitors workers' compensation claims
  • Medical Coordination: Works with medical providers, third-party administrators and maintains up-to-date records of employee status
  • Position Control: Manages the position control process
  • History Tracking: Tracks position history and manages the process for requesting new positions and changes to existing positions
  • Request Review: Reviews requests for new and existing positions
  • Budget Coordination: Works with business office staff to assure accurate budgeting, coding and payment of district staff salaries
  • Error Resolution: Assists in correcting errors and resolving discrepancies
  • Hours Monitoring: Works with the payroll office to monitor hours and days worked
  • Limit Review: Reviews requests for additional hours and/or days to ensure they do not exceed established limits
  • Staff Mentoring: Serves as a subject leader and mentor for, and provides information to HR support staff and others on the most current trends governing administrative, faculty, and classified employment and credentialing
  • Code Research: Researches, applies, and interprets the most current Education Codes and upcoming legislation governing personnel status
  • HR Support: Provides human resources support to employees in the areas of administrative, classified, and faculty services
  • Credential Verification: Facilitates documentation and verification of credentials, recruitment, employee orientation, and employee relations
  • Recruitment Process: Implements, communicates, and maintains a recruitment process contributing to the identification of quality job candidates and responding to special needs
  • Market Targeting: Directs recruitment to the most appropriate labor market and advertising media for obtaining desired skills and abilities
  • Candidate Search: Conducts searches for candidates with special backgrounds and skills to conform to District needs
  • Background Verification: Verifies candidate backgrounds and references
  • Interview Coordination: Arranges for and may conduct pre-screening interviews of some levels of candidates

4. Human Resources Analyst Job Summary

  • Info Distribution: Assembles and distributes information to the hiring administrator
  • Interview Scheduling: Facilitates interview scheduling and selection processes
  • System Management: Establishes an efficient and effective central application tracking system by occupation and demographics
  • Staff Coordination: Coordinates and reviews the work activities of clerical support staff who are responsible for the maintenance of the system
  • EEO Data: Maintains statistical and other data to support equal employment opportunity plans
  • Report Compilation: Compiles statistical reports concerning employment function activity such as recruitment, applicant flow, applicant demographics, pre-screening activities, interviews, and selection
  • Regulatory Reporting: Prepares reports to management and external regulatory agencies
  • Background Checks: Assists with verifying backgrounds of job candidates by conducting reference checks, administering testing, facilitating committee assessment, and participating in in-box question-and-answer reviews
  • Applicant Communication: Corresponds with job applicants on the status of their resume and application, employment opportunities, and the status of active recruitment/selection processes
  • Employment Letters: Delegates and/or personally compose letters regarding the employment process
  • Job Posting: Ensures that instructions and job postings are kept up-to-date, are easy to understand, and contain instructions to facilitate mail or telephone response
  • Inquiry Response: Answers telephone and personal inquiries regarding opening, hiring procedures and other personnel matters
  • Employment Recommendation: Prepares recommendations for employment
  • Notice Issuance: Issues notices of employment to successful candidates
  • New Hire Orientation: Coordinates and conducts orientation and processing of new employees, explaining the quality of work life at the District, plus policies, procedures, compensation, and benefit programs
  • Exit Interview: Coordinates and/or conducts exit interviews of employees leaving the District
  • Exit Data Analysis: Analyzes data from these interviews to suggest improvement in the employment process and general human resources management practices
  • Evaluation Monitoring: Notifies administrative staff of due dates for performance evaluations
  • Follow-up Tracking: Monitors receipt and follows up on late evaluations
  • Training Oversight: Coordinates, assigns and monitors training
  • Committee Participation: Participates in district-wide committees and task forces

5. Human Resources Analyst Accountabilities

  • System Evaluation: Evaluate systems' performance and make recommendations for changes
  • Vendor Feedback: Provide feedback on hardware and software per vendor specifications
  • Department Interface: Acts as an interface between Human Resources, Payroll, and Information Systems
  • Cross-Department Collaboration: Collaborate with the Finance and IT departments to ensure proper documentation and ensure procedures are followed
  • HRIS Support: Acts as the first point of contact for department staff and outside contacts for all HRIS issues, including mass updates
  • System Backup: Provide backup on the Kronos /ESP system
  • HRIS Auditing: Audit the HRIS to ensure the information reflects hospital policy and union collective agreement terms regarding positions, pay rates, salary progression, seniority, and vacation entitlement/accrual
  • Employee Requests: Responsible for responding to employee requests and investigating their queries, correcting errors and auditing the system for similar errors
  • Custom Reporting: Provide information for the development of customized reports
  • Policy Recommendation: Make recommendations on policies, procedures, or methodologies based on data analysis
  • Internal Communication: Provide communication, education, problem-solving and general information sharing within the department through regular staff meetings and other communication techniques
  • Manual Maintenance: Maintain policy and procedure manuals related to HRIS
  • Procedure Implementation: Implement changes to procedures
  • Configuration Review: Reviews and revises configurations
  • Documentation Development: Develop and maintain documentation and training for a variety of audiences
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