HR Information Analyst

Lawrence Livermore National Laboratory•Livermore, CA

36d•Remote

About The Position

We're looking for a Workforce Analyst to lead HR's data governance efforts and help build the foundation for scalable, trustworthy analytics. This person will create and maintain the data dictionary, support documentation standards, and analyze workforce data across domains including headcount, attrition, hiring, and survey results. The role also involves working closely with cross-functional partners to gather reporting requirements, support dashboard development, and ensure our HR data assets are well-defined, accurate, and ready for broader use - including self-service and future AI applications. This position is in the Human Resources (HR) Directorate. This position offers a full-time off-site work schedule. You will collaborate and contribute through virtual interactions. Occasional on-site presence to meet business needs may be required.

Requirements

Must be eligible to access the Laboratory in compliance with Section 3112 of the National Defense Authorization Act (NDAA). See Additional Information section below for details.
Bachelor's degree in Business, Finance, Mathematics (emphasis in Statistics), Economics, or a related field or quantitative field.
Significant experience building advanced workforce/people analytics or BI solutions with measurable impact.
Advanced knowledge of SQL for data extraction, transformation, and validation; strong data modeling fundamentals.
Proficiency with MicroStrategy (or similar BI) for dashboard design, interactivity, and performance tuning.
Hands-on experience applying statistical/predictive methods (regression, time series, clustering) using Python/R/Alteryx.
Proven ability to lead projects independently under limited direction and influence non-technical audiences through clear storytelling.
Strong documentation discipline and attention to data quality and governance practices.
Recognized as an expert within the HR function applying analytical concepts, software, and data analysis tools to independently research, interpret, analyze, compile, and present complex workforce data and information.
Expert knowledge and significant experience applying HR practices, regulatory requirements, techniques, standards, processes, and systems.
Significant and broad experience with decision making, problem solving and analytical skills to independently solve complex issues; requires mature judgment, discretion and tact.
Demonstrated ability to delegate effectively. Experience leading integrated projects and business activities.
Effective communication skills, both written and verbal, to effectively prepare and deliver briefings, documentation, reports and advice to senior Laboratory personnel and management.

Nice To Haves

Master's degree Business, Finance, Mathematics (emphasis in Statistics), Economics, or a related field or quantitative field.
Experience with survey/engagement analytics and linking sentiment to workforce outcomes.
Experience operationalizing AI/ML in analytics products (e.g., scikit-learn, TensorFlow, responsible AI practices).
Familiarity with HR systems and data (Oracle HCM/PeopleSoft) and DOE/NNSA reporting contexts.
Demonstrated mentorship of analysts and leadership in establishing analytic standards and governance.

Responsibilities

Lead end-to-end development of enterprise workforce analytics and dashboards (attrition, internal mobility, retirement risk, etc.) from scoping to executive delivery.
Proactively identify emerging workforce trends and opportunities to address business challenges through data-driven insights, partnering with HR and leadership to define and prioritize analytic questions.
Build and validate advanced statistical and AI/ML models (e.g., forecasting, clustering, risk scoring, NLP for open-text) to anticipate workforce trends and surface actionable insights.
Write robust SQL to source, transform, and validate datasets from Oracle/LAPIS; partner with IT to define requirements and improve data pipelines.
Design user-friendly, scalable dashboards in BI tools such as MicroStrategy, Power BI, Tableau, etc. and drive visualization best practices.
Serve as SME on HR data structures and metric definitions; codify and maintain the metric catalog, data dictionary, and analytical methods within the governance framework.
Translate complex analysis into concise, decision-ready narratives for laboratory leadership; brief stakeholders and recommend actions.
Mentor analysts on modeling, visualization, and data storytelling; champion analytic best practices and reproducibility.
Collaborate across HR, Legal, Lab leadership, and IT to ensure accuracy, access, and security of HR data products.
Perform other duties as assigned.
Plan, schedule and manage the implementation and administration of recurring and ad hoc processes or programs, including but not limited to the annual CIP and Salary Review processes, classification restructuring, workforce reviews, Critical Skills identification, etc.
May mentor less experienced HR Information team members and internal and external personnel on HR Information and other diverse HR topics.
Approve and present data in various formats for a variety of audiences, including senior management and DOE.
Typically designated as a technical lead or working supervisor for a group of exempt employees.
Plan for major HR Information projects/programs and make decisions regarding the development and implementation of policies, procedures and projects that impact the institution.