Human Resources Data Analyst

LLNL•Livermore, CA

1d•Remote

About The Position

We’re looking for an HR Data Analyst to build advanced reporting and analytics solutions that drive workforce decisions across HR. This person will design dashboards in MicroStrategy and Oracle HCM, perform structured data validation across Oracle, PeopleSoft, and related systems, and deliver insights on workforce trends such as attrition, internal movement, hiring, and retirement risk. The role works closely with HR stakeholders and IT partners to define requirements, enhance data quality, and create scalable BI products that support executives and HR teams. 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. This position will be filled at either level based on knowledge and related experience as assessed by the hiring team. Additional job responsibilities (outlined below) will be assigned if hired at the higher level. You will Lead end-to-end development of enterprise workforce analytics products and dashboards (e.g., attrition, internal mobility, retirement risk) from intake and scoping through delivery to Laboratory leadership. Experience building and maintaining HR operational and analytical reports in Oracle HCM (OTBI, BI Publisher) and related LAPIS datasets using SQL and subject areas to support TA, Compensation, HRBPs, ER, and other HR functions. Own data validation and reconciliation across Oracle and MicroStrategy, performing structured data quality checks, documenting logic, and partnering with IT to resolve discrepancies. Translate ambiguous business questions into clear technical reporting requirements, ensuring alignment with HR stakeholders and system capabilities. Proactively identify emerging workforce trends, risks, and opportunities, collaborating with HR and leaders to frame analytic questions that directly support business and workforce decisions. Design and evolve user-friendly, scalable BI solutions in tools such as MicroStrategy, Power BI, or Tableau, enabling self-service access to trusted metrics and insights. Mentor analysts on SQL, analytics, visualization, and data storytelling while promoting consistent analytic methods, documentation, and reproducible practices. Collaborate with HR, Legal, Lab leadership, and IT to align on metric definitions, access and security standards, and governance practices that maintain the integrity and trustworthiness of HR data products. Manage reporting intake (e.g., ServiceNow), automate recurring reporting where feasible, and maintain structured documentation of report logic and definitions. Perform other duties as assigned. Additional job responsibilities, at the H07.4 level Lead complex, high-visibility analytics projects that span multiple HR domains with minimal oversight. Drive data validation, governance standards, and resolution of cross-system data issues in partnership with IT. Develop scalable analytic frameworks, metric definitions, and BI design standards adopted across HR. Mentor and guide analysts on SQL, modeling, visualization, and data storytelling. Provide strategic analytic insights to HR and Lab leadership, proactively identifying risks and opportunities.

Requirements

Must be eligible to access the Laboratory in compliance with Section 3112 of the National Defense Authorization Act (NDAA).
Bachelor’s degree in a quantitative or related field (or equivalent experience).
Building advanced workforce/people analytics or BI solutions with measurable impact.
Advanced SQL for data extraction, transformation, and validation; strong data modeling fundamentals.
Hands-on experience building and maintaining HR reports in Oracle HCM (OTBI and/or BI Publisher) or a comparable enterprise HCM reporting platform.
Proficiency with MicroStrategy (or similar BI) for dashboard design, interactivity, and performance tuning.
Strong understanding of HR data structures (recruiting, job/position, workforce movement, compensation, org hierarchy) and experience validating/reconciling data across multiple systems and supporting UAT/testing.
Proven ability to lead projects independently, translate ambiguous stakeholder needs into clear reporting requirements, and communicate findings clearly, with strong documentation discipline and attention to data quality and governance practices.
Demonstrated ability to lead enterprise-level reporting or analytics projects independently.
Advanced proficiency in SQL, data modeling, and Oracle HCM reporting (OTBI/BI Publisher).
Experience designing complex dashboards with strong UX and interactivity principles in MicroStrategy (or equivalent BI tools).
Proven track record producing predictive or advanced analytics (e.g., forecasting, regression, risk scoring).
Ability to translate ambiguous business questions into clear analytic products with measurable impact.
Strong communication skills with experience presenting insights to senior leaders or executive audiences.

Nice To Haves

Master’s degree in a quantitative discipline or HR-related field.
Experience with survey/engagement analytics and linking sentiment to workforce outcomes.
Practical experience applying statistical or predictive methods (e.g., regression, time series, clustering, forecasting, risk scoring) using Python, R, or Alteryx.
Familiarity with Oracle HCM role-based access controls and sensitive-data handling.
Experience improving or designing reporting or data-validation processes within HR.

Responsibilities

Lead end-to-end development of enterprise workforce analytics products and dashboards (e.g., attrition, internal mobility, retirement risk) from intake and scoping through delivery to Laboratory leadership.
Experience building and maintaining HR operational and analytical reports in Oracle HCM (OTBI, BI Publisher) and related LAPIS datasets using SQL and subject areas to support TA, Compensation, HRBPs, ER, and other HR functions.
Own data validation and reconciliation across Oracle and MicroStrategy, performing structured data quality checks, documenting logic, and partnering with IT to resolve discrepancies.
Translate ambiguous business questions into clear technical reporting requirements, ensuring alignment with HR stakeholders and system capabilities.
Proactively identify emerging workforce trends, risks, and opportunities, collaborating with HR and leaders to frame analytic questions that directly support business and workforce decisions.
Design and evolve user-friendly, scalable BI solutions in tools such as MicroStrategy, Power BI, or Tableau, enabling self-service access to trusted metrics and insights.
Mentor analysts on SQL, analytics, visualization, and data storytelling while promoting consistent analytic methods, documentation, and reproducible practices.
Collaborate with HR, Legal, Lab leadership, and IT to align on metric definitions, access and security standards, and governance practices that maintain the integrity and trustworthiness of HR data products.
Manage reporting intake (e.g., ServiceNow), automate recurring reporting where feasible, and maintain structured documentation of report logic and definitions.
Perform other duties as assigned.
Lead complex, high-visibility analytics projects that span multiple HR domains with minimal oversight.
Drive data validation, governance standards, and resolution of cross-system data issues in partnership with IT.
Develop scalable analytic frameworks, metric definitions, and BI design standards adopted across HR.
Mentor and guide analysts on SQL, modeling, visualization, and data storytelling.
Provide strategic analytic insights to HR and Lab leadership, proactively identifying risks and opportunities.