Senior HR Generalist & Workforce Analyst

Memphis-Shelby County Airport Authority•Greendale, WI

About The Position

Responsible for providing advanced human resources support and delivering data-driven insights to optimize workforce strategies for the Airport Authority. The role combines comprehensive HR responsibilities—such as employee relations, recruitment, performance management, and compliance—with specialized analytical functions, including workforce data analysis, reporting, and process improvement to informs strategic decisions and enhances operational efficiency across all HR programs.

Requirements

Bachelor’s degree/equivalent in Human Resources, Business, Data Analytics, or a related field.
Five (5) years of progressive human resources experience, including significant exposure to HR data analysis and reporting.
HR experience in one or more of the following functional areas: employee relations, talent acquisition, compensation, and/or benefits.
Extensive HRIS experience, including data auditing, reporting, and system optimization.
Experience in workforce analytics, predictive modeling, and dashboard development using tools such as Excel, Power BI, or similar.
Proficiency with Microsoft Office applications.
Thorough knowledge of HR principles, practices, and employment laws.
Thorough knowledge of workforce analytics, predictive modeling, and Key Performance Indicator (KPI) development.
Knowledge of compensation structures, job classification, market analysis methodologies, and compliance requirements, including regulatory reporting standards.
Excellent human relations skills to include ability to build effective and productive relationships with internal and external stakeholders.
Proficient in data analysis and visualization using tools such as Excel, Power BI, or similar platforms.
Ability to handle sensitive employee relations issues with discretion and professionalism.
Ability to manage large scale projects.
Ability to make decisions and solve problems while working under pressure.
Ability to act with integrity, professionalism, and confidentiality to be a trusted advisor.

Nice To Haves

Designation in HR or related discipline preferred.
HR Certification preferred.

Responsibilities

Leads the development, implementation, and interpretation of HR policies and procedures; conducts regular audits to ensure compliance with federal, state, and local laws. Utilizes data analysis to identify policy gaps, assess risk, and recommend updates that align with best practices and organizational objectives.
Collects, analyzes, and interprets complex HR data including workforce demographics, turnover rates, compensation trends, benefits utilization, and diversity metrics. Develops predictive models and actionable insights to support workforce planning, talent acquisition strategies, and retention initiatives.
Designs and maintains HR dashboards and reporting tools to provide leadership with real-time analytics on key HR metrics. Prepares detailed reports for executive leadership, regulatory agencies, and internal stakeholders to support strategic decision-making and compliance requirements.
Ensures accuracy and integrity of HRIS data by performing regular audits, troubleshooting discrepancies, and implementing data governance standards. Identifies opportunities to optimize HRIS functionality and automate reporting processes for efficiency.
Works collaboratively with leadership and HR team to design and manage programs and services, including talent acquisition, compensation, performance management, employee relations, training, compliance reporting, and organizational development. Uses data-driven evaluations to measure program effectiveness and recommend improvements.
Serves as internal consultant to managers, supervisors, and employees on personnel issues affecting performance and business relationships. Provides expert guidance on employee relations, performance management, and disciplinary actions. Conducts investigations as assigned and leverages trend analysis to proactively address systemic issues.
Develops and maintains compensation and job classification structures using market analysis and salary survey data. Prepares and interprets compensation reports to ensure competitive and equitable pay practices. Advises leadership on pay equity and compliance with compensation regulations.
Monitors compliance with federal, state, and local employment laws through data analysis and reporting. Prepares regulatory reports, supports audits, and ensures timely submission of compliance documentation.
Identifies and implements process improvement opportunities using analytics; recommends technology enhancements, workflow optimizations, and policy adjustments to improve HR efficiency, employee experience, and organizational effectiveness.
Maintains reliable and punctual attendance in accordance with scheduled work hours and organizational policies.