Assistant HR Manager - Data Analyst $75,000 - $100,000 annually

Commerce Casino•Commerce, CA

18d•$75,000 - $100,000•Onsite

About The Position

The Assistant HR Manager, Data Analyst supports the HR Call Center team as well as serves as the organization’s subject matter expert for HR data analytics, reporting automation, HR systems optimization, and workforce metrics. This position independently analyzes complex workforce and operational data, develops automated reporting solutions and dashboards, evaluates HRIS system functionality, and provides strategic recommendations to Human Resources leadership and executive management. The role exercises substantial discretion and independent judgment regarding data analysis methodologies, report design, system configuration, data governance, and operational reporting priorities. The position regularly handles highly confidential employee and organizational information and develops analytics utilized in operational and business decision-making.

Requirements

Minimum of 2 years of experience in SQL.
Bachelor's degree in business, human resources, or equivalent combination of education and experience preferred.

Nice To Haves

Experience utilizing Ceridian Dayforce software preferred.
PHR or SPHR professional designation preferred.

Responsibilities

Oversees the administration of the call center team; assists Sr. HR Manager HRIS in developing and implementing recommendations for process, practice and/or policy improvements
Coordinates, coaches and mentors staff in the HR call center and ensures that findings and recommendations are appropriately developed and documented for all attendance-related matters
Supervises staff and carries out supervisory responsibilities that may include but are not limited to: interviewing, hiring and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Serve as the lead HRIS reporting and analytics subject matter expert responsible for independently designing, developing, modifying, validating, and optimizing complex HRIS reports, SQL queries, dashboards, and automated reporting solutions supporting operational and executive decision-making.
Independently analyze and resolve complex HRIS data integrity issues, reporting discrepancies, system inconsistencies, and workflow problems through root cause analysis and implementation of corrective solutions.
Develop, interpret, and present complex workforce analytics, predictive metrics, trend analyses, and operational reports related to employee relations, compensation, leave administration, benefits, recruitment, compliance, training, and other workforce initiatives used by management to make operational and strategic decisions.
Obtain necessary approvals before releasing any report with employee names to other departments.
Develop and maintain technical documentation, reporting specifications, data governance standards, system procedures, and reporting protocols for HRIS reporting environments and automated analytics processes.
Independently determine appropriate analytical methodologies, evaluate workforce trends, interpret complex HR data, and develop actionable recommendations for Human Resources leadership regarding operational effectiveness, staffing trends, compensation, leave utilization, recruiting effectiveness, and workforce planning.
Design, develop, implement, and maintain automated dashboards, data visualization tools, reporting solutions, and HRIS system enhancements to improve operational efficiency, reporting capabilities, and executive-level workforce analytics.
Maintain all departmental standard operating procedures. Evaluate, recommend, and implement improvements to HRIS reporting processes, data governance standards, workflow procedures, and operational controls to enhance reporting accuracy, efficiency, and compliance.
Conduct complex compensation and workforce analytics, evaluate internal and external market data, and provide recommendations regarding salary structures, compensation trends, and workforce planning strategies.
Lead HRIS data audit initiatives, establish data validation methodologies, identify systemic data integrity risks, and recommend corrective actions and process improvements to ensure accuracy and compliance.
Provide human resources support with complete confidentiality and discretion.
Other work-related duties or projects as directed by HR Management.