HR Analyst

UofL Health•Louisville, KY

5d•Onsite

About The Position

The HR Analyst plays a critical role in supporting the organization’s compensation strategy and workforce planning efforts. This role partners closely with HR and business leaders to deliver data-driven insights that inform decision-making across compensation, workforce pipeline development, and broader talent investment strategies. The ideal candidate blends strong analytical capability with business acumen, communication skills, and a proactive, big-picture mindset.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a related field (or equivalent experience).
Two to five years of progressive experience in HR analytics, compensation or total rewards.
Advanced proficiency in Microsoft Excel (modeling, pivot tables, data analysis)
Strong analytical and problem-solving skills
High attention to detail and accuracy
Ability to balance compliance rigor with employee-centered service
Excellent communication skills
Ability to work effectively across multiple functions and levels in the organization
Proficiency with Microsoft Office (Word, PowerPoint, Outlook)

Nice To Haves

Experience working in a large, multi-state healthcare organization.
Professional certification such as SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent.
Experience with developing PowerPoints to create clear, impactful presentations.
Experience with Workday and data visualization tools.

Responsibilities

Perform detailed compensation analyses, including market benchmarking, pay equity reviews, and internal job evaluations.
Identify trends, gaps, and opportunities to ensure competitive and equitable pay practices.
Provide recommendations on where and when to invest in roles to support business strategy and talent needs.
Support annual compensation cycles, including merit increases, bonus planning, and salary structure updates.
Partner with HR and business leaders to develop workforce pipeline insights and long-term talent strategies.
Analyze workforce trends, talent supply/demand, and skills gaps to inform proactive hiring and development decisions.
Support strategic workforce planning initiatives with data-driven modeling and forecasting.
Build and maintain advanced Excel models to support compensation and workforce analyses.
Develop dashboards, reports, and presentations that translate complex data into clear, actionable insights.
Ensure accuracy, consistency, and integrity of HR data used for decision-making.
Translate analytical findings into compelling stories and recommendations for leaders.
Create executive-ready PowerPoint presentations to support key decisions.
Collaborate effectively with HR partners, finance, and business stakeholders to influence outcomes.
Identify opportunities to improve processes, tools, and reporting within Total Rewards.
Anticipate business needs and proactively provide insights and recommendations.
Think strategically about how compensation and workforce investments align with long-term organizational goals.