HRIS People Analytics Analyst

Public Consulting Group•US MA Remote, MA

3d•$78,000 - $90,000•Onsite

About The Position

The People Analytics & HRIS Analyst serves as the bridge between HR data, HR technology, and business decision-making. This role is responsible for transforming people data into meaningful insights through dashboards, reporting, analysis, and data visualization, while maintaining a strong working knowledge of the organization’s HRIS, particularly Workday. The role partners with HR leaders, HRBPs, COEs, and business leaders to understand the questions they need answered and translates those needs into actionable reporting, dashboards, and analytics that support workforce and people decisions.

Requirements

5 years or more experience with people analytics
Working knowledge of Workday to include Discovery Boards, Workday Prism Analytics
Advanced knowledge of creating Power BI or Tableau dashboards
Proven track record implementing, operating &/or managing best-in-class Workday HRIS platform.
Workday configuration experience as well as UAT
Consulting skills
Excellent communication skills to include written and verbal
Analytical with strong project management, problem-solving, and critical thinking skills.
Strong client service skills: ability to establish and maintain effective working relationships.
Data visualization to include storytelling
Proficient in MS Office to include Word, Excel and Power point
Bachelors Degree

Responsibilities

Design, build, and maintain HR dashboards and reports that provide leaders with actionable workforce insights.
Analyze trends in areas such as headcount, turnover, retention, hiring, compensation, performance, talent, engagement, diversity, absenteeism, and workforce demographics.
Develop recurring and ad hoc reporting for HR and business leaders.
Move reporting beyond historical metrics toward trend analysis, predictive insights, and identification of potential risks or opportunities.
Create executive-ready data visualizations and tell the story behind the data.
Establish consistent definitions, calculations, and metrics across HR reporting.
Meet with leaders to understand “What decision are you trying to make?” rather than simply taking requests for reports.
Translate business questions into meaningful analytics and reporting solutions.
Proactively identify trends that leaders may not be seeing and bring insights forward.
Help HR leaders use data to make decisions around retention, workforce planning, talent, organizational effectiveness, manager effectiveness, and employee experience.
Educate HR partners and leaders on how to interpret and use people data.
Maintain a strong working knowledge of Workday HCM data, business processes, organizational structures, and reporting capabilities.
Build and/or support Workday reports, calculated fields, dashboards, and reporting solutions.
Partner with HRIS and functional HR teams to understand how Workday data is structured and how it can best be leveraged.
Identify data-quality issues and work with HRIS partners to resolve them.
Support testing and implementation of HRIS changes that affect reporting and analytics.
Help ensure HR data is accurate, consistent, secure, and appropriately governed.
Develop reporting standards and documentation.
Monitor data quality and identify gaps or inconsistencies.
Ensure appropriate confidentiality and access controls for sensitive employee information.