HR Analytics Specialist

Sonepar•Brampton, ON

About The Position

This role plays a key part in enabling data-driven workforce decisions by transforming HR and payroll data into clear, actionable insights that support leaders in workforce planning, talent strategy, and organizational effectiveness. The HR Analytics Specialist is responsible for collecting, analyzing, and interpreting workforce and HR data to provide actionable insights that support organizational strategy and decision-making. This role focuses exclusively on workforce analytics, reporting, metrics, dashboards, and key performance indicators (KPIs) across the employee lifecycle.

Requirements

Minimum 2-4 years of experience in workforce analytics, or a data analyst role supporting HR or business functions.
A degree in Human Resources or CHRP equivalent.
Proficient in Microsoft Office and Adobe Acrobat with advanced Excel skills
Experience with data visualization and reporting tools (e.g., Power BI, Tableau, or similar).
Experience working with HRIS and payroll data (e.g., SAP SuccessFactors) is an asset
Ability to translate complex workforce data into clear, compelling insights for non‑technical audiences.
Strong stakeholder communication skills, with the ability to challenge assumptions using data.
Proven ability to work with highly confidential employee information while exercising sound judgment.

Responsibilities

Collect, validate, and analyze workforce data from HRIS, payroll, and related enterprise systems.
Ensure data accuracy, integrity, and consistency across multiple data sources, including, HRIS & Payroll.
Translate complex data sets into clear insights for HR leadership and business stakeholders.
Identify trends and patterns related to headcount, turnover, absenteeism, demographics, workforce costs, and organizational effectiveness.
Own the development and maintenance of standardized workforce metrics, KPIs, dashboards, and recurring reports.
Establish and document clear data definitions and reporting standards to ensure consistency and transparency across HR reporting.
Produce ad hoc analysis to support HR strategic planning, talent initiatives, and organizational changes.
Proactively identify data gaps, inconsistencies, and opportunities for improved data capture.
Support audits, compliance, and regulatory reporting from a data and analytics perspective.
Partner with HRIS, Payroll, and IT teams to support system enhancements, reporting improvements, and data quality initiatives.
Identify, document, and escalate system or data issues through established IT support processes (e.g., SNOW).
Provide analytical support for workforce planning, organizational design, and talent strategy.
Conduct trend analysis and scenario modeling to support workforce planning, organizational design, and future talent needs, enabling HR leaders to anticipate risks and opportunities.
Identify opportunities for automation, process improvement, and enhanced analytical capability.
Stay current on people analytics best practices, tools, and emerging trends.