AI Native HR Data Analyst

Fortrex•Dunwoody, GA

2d•Remote

About The Position

This role goes beyond traditional HR reporting. The AI Native HR Data Analyst will build data infrastructure and AI-assisted workflows that help HR, Safety, and Compliance leaders ask better questions and receive faster, more trustworthy answers. The role uses AI as a partner in analysis while applying independent judgment to verify findings and guide decisions. The analyst will develop automated, reusable reporting workflows; maintain HR data integrity; and create dashboards and systems that surface trends, anomalies, and explanations across areas such as employee engagement, turnover, safety compliance, and workforce planning. The role partners with HR, Compliance, Safety, Operations, Finance, and IT to translate business needs into actionable analysis and reporting, and contributes to exploratory projects such as new metrics, predictive models, or AI tools. The position is full-time, permanent, and remote. It is based in the United States; the listing identifies Dunwoody, Georgia. The employer describes itself as a food safety solutions provider with more than 10,000 team members across North America and over 50 years of experience.

Requirements

Bachelor's degree in Human Resources, Business Analytics, Statistics, Data Science, or a related field.
Proficiency in HRIS platforms and reporting or business intelligence tools, such as Power BI, Tableau, Excel, and SQL.
Comfort using AI tools such as Claude, ChatGPT, or Copilot to support analysis, automate workflows, or accelerate reporting, with sound judgment about when to trust, verify, or override their outputs.
Strong critical-thinking and problem-solving skills, including the ability to interpret complex or messy datasets and translate findings into actionable insights.
A builder's mindset and preference for designing repeatable workflows instead of repeating manual work.
Curiosity to investigate anomalies and creativity in presenting insights to non-technical audiences.
Excellent communication and presentation skills for conveying insights to HR, Safety, and Compliance leadership.
Knowledge of HR metrics, workforce analytics, and compliance reporting.
Ability to manage multiple priorities and collaborate across cross-functional teams.
High attention to detail and a strong commitment to data accuracy.

Nice To Haves

Hands-on experience designing AI-assisted or automated reporting workflows, such as with Claude, Python, or low-code automation tools, in an HR or People Analytics context.
Three or more years of related experience.
Experience with predictive analytics and HR data modeling.
Familiarity with machine learning concepts and emerging HR technology trends.
A track record of turning one-off analysis requests into durable, self-service tools or dashboards.
Certification in HR analytics, data visualization, or AI/prompt engineering tools.

Responsibilities

Use Claude and other AI tools to accelerate exploratory analysis, draft and refine SQL or queries, identify trends in HRIS and workforce datasets, and validate findings before sharing them with leadership.
Identify repetitive manual reporting processes and redesign them as automated, sustainable, reusable workflows.
Develop systems that surface trends, anomalies, and explanations in employee engagement, turnover, safety compliance, and workforce planning.
Ensure the accuracy, consistency, and completeness of HR data across HRIS, people management systems, and related platforms.
Conduct regular data audits and build automated checks to detect discrepancies early.
Design clear, visually compelling, low-maintenance dashboards and reports using Power BI, Tableau, Excel, and AI-assisted tools.
Partner with HR, Compliance, Safety, Operations, Finance, and IT to understand reporting needs, align metrics with organizational goals, and turn ambiguous questions into concrete deliverables.
Identify and implement improvements to how data is collected, modeled, and communicated.
Contribute to experimental or exploratory initiatives, including new metrics, predictive models, or AI tools, as assigned by leadership.
Communicate insights and findings effectively to non-technical audiences and HR, Safety, and Compliance leadership.