Senior HR Analyst

Augusta Health•Fishersville, VA

About The Position

The Senior HR Analyst is responsible for collecting, compiling, and analyzing HR metrics and data from various sources, including the HRIS, payroll, employee surveys, and industry benchmarks. This role focuses on identifying trends and patterns in recruitment, turnover, and labor utilization. The analyst will design, develop, and maintain workforce and nursing turnover dashboards, prepare analytical reports for leadership and the Board of Directors, and generate various reports and queries using HRIS tools. Additionally, the position involves supporting new report development, ensuring data integrity, assisting with turnover and hiring forecasts, and identifying opportunities for HRIS improvement. The role also includes performing system maintenance, conducting data audits, participating in HR metrics surveys and benchmark analysis, supporting benefits open enrollment, and providing backup for compensation-related tasks. The Senior HR Analyst will maintain knowledge of government regulations and HR trends, and collaborate with other departments on organizational initiatives and HR projects.

Requirements

Experience with HRIS systems
Proficiency in data analysis
Experience with reporting tools
Knowledge of government regulations related to HR
Understanding of compensation and HR metrics trends
Familiarity with prevailing practices among similar organizations
Ability to partner with IT, Finance, and other departments
Experience in HR department projects

Nice To Haves

Experience designing and developing dashboards
Experience with workforce and nursing turnover analysis
Experience with HRIS system upgrades and testing
Experience with benefits open enrollment configuration and testing
Experience providing backup for compensation tasks

Responsibilities

Collects and compiles HR metrics and data from various sources including the human resource information system (HRIS), payroll outputs, employee surveys, and industry benchmarks.
Analyzes data for trends and patterns with attention to recruitment, turnover, and labor utilization.
Designs, develops, and maintains the workforce dashboard to track performance against organizational goals and identify areas of opportunity.
Prepares analysis of workforce metrics to communicate monthly results and trends to key leadership and the HR Committee of the Board of Directors.
Designs, develops, and maintains the nursing turnover dashboard distributed to the CNO and Nursing leadership monthly.
Generates reports/queries, including writing, maintaining, and supporting a variety of reports or queries utilizing appropriate reporting tools.
Assists in the development of standard reports for ongoing customer needs.
Helps maintain data integrity in systems by running queries and analyzing data.
Assists with forecasting anticipated turnover and hiring using historical data trends.
Provides support for new report development and modification of existing reports within the HRIS reporting tool to fulfill ad hoc requests and ongoing data needs.
Identifies opportunities for improvement in the HRIS and works cross-functionally to implement.
Creates job aids and provides guidance to HR and leaders on HRIS processes.
Performs system maintenance, including assisting in the review, testing, and implementation of HRIS system upgrades or patches.
Collaborates with functional and technical staff to coordinate application of upgrade or fix.
Maintains HRMS system tables and documents processes and results.
Conducts regular audits of HR data within the human resource information system to ensure data integrity.
Participates in HR metrics surveys and performs associated benchmark analysis.
Supports annual benefits open enrollment configuration and testing in the human resource information system (HRIS).
Serves as a backup for compensation, assisting with new hire rate quotes, compensation surveys, and annual market increases as needed.
Maintains working knowledge of government regulations, compensation and HR metrics trends, and prevailing practices among similar organizations.
Partners with IT, Finance, and others when appropriate to accomplish organizational wide initiatives.
Participates in compensation and HR department projects.