Sr HR Analyst

JOB INFORMATION

• Job Title: Sr HR Analyst • Job Code: 20001523 • Effective Date: 11/03/2025 • Job Family: Human Resources • FLSA Status: Exempt • Job Function: Workforce Analytics • Job Level: Professional III JOB SUMMARY The Sr HR Analyst provides and integrates advanced and predictive analytics, people metrics and reporting to develop strategic and operational insights for workforce decision making. Identifies, analyzes, and interprets trends or patterns and prepares ongoing reports and data visualizations (i.e. charts, dashboards, heat maps, etc.) to support business decisions. EDUCATION AND EXPERIENCE

• Develop predictive models and trend analysis to forecast workforce trends such as turnover, attrition costs, headcount, employee expenses, talent acquisition, development program completion, employee certifications, and other workforce KPIs • Conduct advanced statistical analysis to identify workforce patterns and drivers, including engagement impact, internal mobility, employee tenure and other workforce KPIs • Perform market position analysis on the organization’s compensation structure. • Review and provide analysis on the company’s Pay-for-Performance program based on ratings and business results. • Assess short-term and long-term incentive structures to ensure they drive desired behaviors. • Design and maintain PowerBI dashboards or other visualization tools based on workforce data, learning and Development KPIs, compensation metrics and KPIs • Translate complex analytical findings into clear, actionable insights for HR leadership. • Automate recurring reporting processes to improve data efficiency and consistency. • Partner with HRIS (Human Resources Information Systems) team to support dashboard reporting capabilities. • Support weekly reporting needs and presentation building. • Must be detail oriented, analytically driven, and well organized. • Self-starter with the ability to work independently and as a part of the overall team in a fast-paced environment. • Discretion, confidentiality, and sense of urgency are key fundamentals for success in this role. • While this job description aims to provide a comprehensive overview of the role, it may not detail every task or responsibility required. CORE COMPETENCIES CHANGE AGILITY (LEVEL 2 SUPPORTING): Identifies, initiates, and adapts to organizational changes that foster enhanced effectiveness, efficiency, safety, and ultimately business results. COLLABORATION (LEVEL 2 SUPPORTING): Sees connection points across the organization and partners effectively with others to achieve common goals. DECISION MAKING (LEVEL 2 SUPPORTING): Selects a course of action to reduce risk and uncertainty and create optimal outcomes. DRIVE FOR RESULTS (LEVEL 2 SUPPORTING): Drives to achieve challenging performance objectives. TEAM BUILDING (LEVEL 2 SUPPORTING): Builds trust, fosters openness, and provides support. As the manager of a team, selects and motivates a strong team.