HR Data Analyst

Sinclair Broadcast Group•Hunt Valley, MD

1d•$90,000 - $115,000•Onsite

About The Position

As an HR Data Analyst, you will play an important role in turning workforce data into insights that inform business and HR strategy. You will partner with HR leaders and stakeholders across the organization, leverage modern HR technologies, and translate complex data into clear, actionable recommendations. This is an on-site position, providing the opportunity to work closely with HR leadership, business partners, and colleagues across the organization. Being on-site supports the collaboration, responsiveness, and partnership that are central to the success of this role. If you enjoy solving complex problems, uncovering the story behind the data, and collaborating with others to make a measurable impact, we’d love to hear from you.

Requirements

Bachelor’s degree in data Analytics, Human Resources, Business Administration, Statistics, Industrial/Organizational Psychology, or a related field.
Three or more years of progressive experience in HR analytics, HRIS administration, workforce reporting, business intelligence, or a related analytical role.
Experience working with enterprise Human Capital Management (HCM) systems.
Experience developing dashboards, reports, data visualizations, and executive-level presentations using reporting or business intelligence tools.
Experience analyzing large or complex datasets and translating findings into actionable business insights.
Experience supporting HR compliance reporting and workforce analytics.
Strong analytical, problem-solving, and critical-thinking skills with demonstrated attention to data accuracy and detail.
Strong written and verbal communication skills, including the ability to present complex information clearly to a variety of audiences.
Ability to manage multiple priorities, work independently, and collaborate effectively across HR and business functions.

Responsibilities

Collect, analyze, and interpret HR metrics and workforce data from multiple sources, including the core Human Capital Management (HCM) system, payroll, employee and management surveys, exit interviews, employment records, and external benchmarking sources.
Analyze workforce data to identify trends, patterns, risks, and opportunities related to recruiting, hiring, retention, turnover, engagement, compensation, workforce demographics, and compliance.
Design, develop, maintain, and automate HR dashboards, reports, and data visualizations for HR leadership and executive management.
Translate complex workforce data into clear insights and recommendations that support workforce planning, talent acquisition, employee engagement, retention, organizational effectiveness, and business strategy.
Develop standard and ad hoc reports using HR reporting, analytics, and business intelligence tools.
Provide analytical support for all of HR areas to include, recruiting, performance management, benefits, compensation, and talent management initiatives.
Support HR audits and compliance reporting, including EEO, FLSA, Workers’ Compensation, leave administration, and other applicable federal, state, and local employment requirements.
Prepare, validate, and support required regulatory reporting, including EEO-1 and California pay data reporting.
Support HR leadership with special projects requiring workforce data, research, and analysis.
Serve as a subject matter expert and super user for the organization’s HCM system, supporting data maintenance, auditing, testing, troubleshooting, reporting, and system enhancements.
Validate data for system implementations, enhancements, and integrations to ensure accuracy, completeness, and integrity.
Maintain working knowledge of the other HR systems, including BenefitSolver, Cornerstone, Salary.com, and other HR vendor applications.
Develop and maintain dashboards, reports, and analytics within Oracle Fusion Analytics and other reporting platforms.
Participate in HR data governance initiatives, system upgrades, testing, implementations, and continuous process improvement efforts.
Monitor and improve HR data quality through routine audits, validation, reconciliation, and issue resolution.
Partner with HR leaders and business stakeholders to understand business needs and translate them into meaningful workforce analytics and reporting solutions.
Provide analytical support for various initiatives using HR metrics.
Identify opportunities to automate recurring reports, streamline processes, and improve reporting efficiency through technology and process enhancements.
Use workforce analytics to identify organizational risks, forecast trends, and support proactive, data-informed decision-making.
Communicate analytical findings in a clear and compelling manner to both technical and non-technical audiences.
Protect the integrity, confidentiality, and security of HR data in accordance with organizational policies and applicable privacy requirements.
Maintain knowledge of federal, state, and local employment requirements affecting HR reporting and compliance.
Support internal and external audits by providing accurate, timely HR data and supporting documentation.
Maintain high standards for data governance, reporting accuracy, documentation, and regulatory compliance.
Maintain a strong understanding of HR policies, procedures, practices, and employee handbook guidelines.
Serve as a backup resource for the Compensation Analyst and other HR analytical functions as needed.
Maintain effective communication with HR leadership and internal stakeholders regarding projects, priorities, and initiatives.
Respond promptly to internal requests and provide a high level of customer service.
Perform other duties and special projects as assigned.