Senior HR Analytics Consultant

The Hartford•Hartford, CT

2d•$100,000 - $150,000•Hybrid

About The Position

The Hartford’s Human Resources Data & Analytics team is seeking a Senior HR Analytics Consultant to shape and deliver the next generation of HR reporting capabilities. This role combines hands-on analytics capability delivery with business consulting and product thinking to help HR leaders turn business questions into practical, scalable solutions. The successful candidate brings business intelligence reporting expertise, analytical curiosity, sound judgment, and the ability to translate between business needs and technical solutions. They must be comfortable navigating ambiguity, partnering with senior stakeholders, constructively challenging assumptions, and breaking complex needs into achievable increments of value. The role may be hybrid or remote. Candidates living near a Northeastern office location are expected to work in an office three days per week, Tuesday through Thursday. Candidates who do not live near an office will work remotely and are expected to come into an office as business needs arise. The ideal candidate is located in Hartford, Connecticut. The annualized base pay range is $100,000–$150,000; actual pay may vary. Compensation may also include short-term or annual bonuses, long-term incentives, and on-the-spot recognition.

Requirements

At least 5 years of demonstrated experience delivering reporting, business intelligence, analytics, or data solutions in a complex business environment.
Bachelor’s degree or equivalent experience in Analytics, Business, Mathematics, Statistics, Technology, Human Resource Management, or a related field.
Strong report-building expertise, preferably using Workday or a similar platform, including custom reports, dashboards, business objects, and data sources.
Experience with Tableau or similar data visualization tools.
Strong business analysis, problem-framing, facilitation, and consultative skills.
Ability to translate ambiguous business challenges into practical, incremental solutions.
Strong communication and presentation skills, with demonstrated ability to build credibility with senior stakeholders.
Ability to influence and constructively challenge assumptions, offering thoughtful alternatives and recommendations.
Strong ownership, responsiveness, judgment, and commitment to follow-through.
Experience working in an Agile environment, balancing roadmap priorities, and applying product-oriented approaches to solution delivery.
Curiosity and a growth mindset, with interest in emerging technologies, automation, AI, and continuous improvement.

Nice To Haves

Experience with Human Resources data, Human Resources technology, or people analytics.
Advanced Workday reporting experience.
Experience developing Tableau dashboards or other interactive analytics products.
Experience querying data warehouses, such as platforms built on Snowflake.
Experience driving organizational change to increase adoption of self-service reporting and analytics.
Experience with automation, AI-enabled analytics, or Microsoft Copilot.
Experience helping shape reporting, analytics, or product roadmaps.

Responsibilities

Partner with HR leaders and stakeholders to understand business challenges and translate them into meaningful reporting and analytics solutions.
Lead discovery conversations to clarify underlying business needs and decisions beyond stakeholders’ initial data requests.
Apply an iterative product mindset, prioritize achievable increments, and help shape longer-term capability roadmaps.
Design, develop, and maintain Workday reporting solutions, including complex reports, dashboards, and self-service experiences.
Develop and enhance Tableau dashboards and other analytics solutions, partnering with technical teams as appropriate.
Expand self-service reporting and identify opportunities to simplify, automate, standardize, or improve existing processes and solutions.
Explore responsible uses of AI and Microsoft Copilot to improve productivity, analytics, reporting experiences, and ways of working.
Promote data quality, validation, governance, security, and responsible handling of sensitive HR data.
Build trust through integrity, transparency, discretion, and follow-through; take ownership and proactively work through obstacles.
Communicate proactively when priorities, risks, or timelines change.
Prioritize value, use MVP approaches when appropriate, and improve solutions based on feedback and observations.
Seek feedback, learn quickly, adapt to new technologies and ways of working, and continuously improve solutions.
Partner effectively and demonstrate empathy for different perspectives while helping stakeholders move toward scalable solutions.