HR Analyst

Hamilton Company•Reno, NV

About The Position

The HR Analyst is an entry-level analytical resource within Hamilton Company’s Human Resources department. The role transforms workforce data into actionable insights that support compensation, compliance, and HR program effectiveness. It is intended for recent graduates and provides a foundation for a career in HR analytics, total rewards, or HR business partnership. The analyst collects, organizes, and interprets data across HR functions, with emphasis on compensation analysis, HRIS data integrity, workforce reporting, and regulatory compliance, and provides broader HR support as business needs require. Hamilton Company designs and manufactures manual, semi-automated, and robotic precision fluid-measuring products, including precision measurement devices, automated liquid handling stations, and sample management systems. The company reports serving customer needs for more than 60 years.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Psychology, Finance, Economics, or a related field from a not-for-profit regionally accredited university.
Zero to two years of HR-related work, internship, or co-op experience.
Ability to organize and analyze data and present findings clearly, concisely, and in a user-friendly manner.
Strong attention to detail, accuracy, and organizational skills.
Proficiency in Microsoft Excel, including formulas, pivot tables, and VLOOKUPs; proficiency in Microsoft Office Suite (Excel, Word, PowerPoint, and Outlook).
Strong discretion and commitment to confidentiality of sensitive HR and employee information.
Effective written and verbal communication skills and ability to interact professionally with employees at all levels.
Ability to manage multiple tasks and priorities, meet deadlines in a fast-paced environment, and work independently and collaboratively.
Eagerness to learn and apply HR concepts, compensation principles, and employment laws and regulations.
Analytical mindset, solid problem-solving skills, and curiosity to understand the reasons behind data.
Familiarity with HRIS systems and willingness to learn new HR technology platforms.
Knowledge of basic HR principles and employment law concepts gained through coursework or internship experience.
Ability to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects; sedentary work involving sitting most of the time.

Nice To Haves

Demonstrated coursework or experience in data analysis, compensation, or HR management.
Experience with Power BI or other data visualization tools.
Working knowledge of HR and compensation principles, employment laws, and regulatory requirements.
PHR or SHRM-CP certification, or active pursuit of such certification.

Responsibilities

Prepare compensation analyses, reports, and models for pay programs and projects, including salary benchmarking, pay range development, and pay equity reviews.
Support annual compensation programs, including merit increases, bonus calculations, and incentive plan updates, by compiling, auditing, and reconciling data.
Participate in external compensation surveys by collecting, submitting, and analyzing results to benchmark positions against the market.
Gather, clean, and analyze HR data from multiple sources to produce recurring and ad hoc reports, dashboards, and summaries for HR leadership and management.
Administer and maintain the PeopleSoft HRIS, processing hires, employee data changes, terminations, and other personnel transactions; regularly audit records for accuracy, completeness, and integrity.
Track and report workforce metrics, including departmental headcount, open positions, and turnover; analyze trends and produce reports and dashboards.
Track the recruiting pipeline, including candidate volumes, screens, interviews, offers, and hires; maintain and report time-to-fill and time-to-hire metrics.
Prepare and submit compliance reports, including EEO-1, VETS-4212, OSHA, and other regulatory filings.
Support the performance review cycle by preparing templates, entering completed reviews into the HRIS, and tracking completion.
Provide analytical and administrative support to benefits, including monthly billing reconciliation and open enrollment data.
Assist with maintaining and updating job descriptions to reflect current responsibilities, requirements, and FLSA classifications.
Participate in HR projects, data initiatives, and process improvement efforts as assigned.
Maintain strict confidentiality of sensitive employee and organizational information.
Provide general HR support as needed, including responding to employee and manager inquiries, recruiting and onboarding administration, HR records maintenance, policy interpretation, and program administration.