HR Data and Insights Analyst

Desert Financial Credit Union•Phoenix, AZ

19h•Hybrid

About The Position

The HR Data and Insights Analyst connects workforce data to business decisions by designing and proposing analytics solutions that support measurable improvements in talent acquisition, retention, compensation equity, and organizational effectiveness. The role also contributes to cross-functional HR projects from initiation through delivery. Reporting to the Manager of HR Operations, the analyst partners with HR Business Partners, Finance, Talent Acquisitions, Learning & Development, and senior HR leadership. The role translates complex data into clear narratives and actionable recommendations, while helping ensure projects are delivered on time, within scope, and in line with organizational priorities. The analyst develops and maintains HR reports, dashboards, and scorecards; analyzes workforce metrics; and builds predictive models. The role supports HR Operations projects, coordinates cross-functional teams, and partners with HRIS teams on data integrity and governance. It also includes mentoring HR analysts and Data Specialists and supporting team development.

Requirements

Bachelor’s degree in Data Analytics, Statistics, Business Analytics, Industrial/Organizational Psychology, Human Resources, or a related field required.
At least 5 years of experience in HR analytics, people analytics, or a related data role required.
Experience working with HRIS platforms such as UKG, Workday, SAP SuccessFactors, or ADP required.
Demonstrated experience managing projects in an HR or People Operations environment, including scoping, planning, and stakeholder communication required.
Proficiency building and maintaining dashboards, scorecards, and reports in Power BI, Tableau, or Looker required.
Ability to conduct workforce analyses, including attrition, time-to-fill, compensation equity, and engagement, and build predictive models using tools such as SQL and a statistical language such as Python or R required.
Ability to translate complex datasets into clear narratives, executive-ready presentations, and actionable recommendations; strong communication skills and ability to present complex data to non-technical stakeholders required.
Working knowledge of HRIS platforms and ability to ensure data integrity, establish data management best practices, and lead governance efforts required.
Solid understanding of core HR metrics, workforce planning concepts, and employment law fundamentals required.
High degree of discretion and experience handling sensitive employee data required.

Nice To Haves

Master’s degree in Data Analytics, Statistics, Business Analytics, Human Resources, Industrial/Organizational Psychology, Economics, Finance, Information Systems, or a related field preferred.
Demonstrated expertise supporting projects in an HR or People Operations environment, including scoping, planning, and stakeholder communication preferred.
Familiarity with survey analytics platforms such as Glint, Qualtrics, or Culture Amp preferred.
HRIP certification, or SHRM-CP or PHR certification preferred.
Project Management certification (PMP, CAPM, or equivalent) or formal training in Agile/Scrum methodologies preferred.

Responsibilities

Build, maintain, and evolve recurring and ad hoc HR reports, dashboards, and scorecards.
Conduct deep-dive analyses of headcount, attrition, time-to-fill, engagement scores, compensation equity, and workforce planning.
Translate analytical findings into executive-ready presentations and support HR leadership in recommending data-driven people strategies.
Develop predictive models for attrition risk, recruiting efficiency, workforce planning and demand forecasting, performance factors, and employee engagement and sentiment.
Collaborate with HR Leadership, Finance, Legal, and IT on workforce planning and compliance reporting.
Support HR Operations projects, including system implementations, process redesigns, and compliance initiatives, helping ensure clear timelines, stakeholder alignment, and on-time delivery.
Develop and maintain project plans, status reports, and risk logs; communicate progress and blockers to the Manager, HR Operations.
Coordinate cross-functional project teams, manage dependencies, and drive accountability across workstreams.
Partner with HRIS teams to ensure data integrity across HR systems.
Lead data governance efforts and establish best practices for HR data management and documentation.
Mentor HR analysts and Data Specialists and support the development of team capabilities.