Senior HR Reporting & Analytics Analyst

FERGUSON

2d•$97,000 - $155,200•Remote

About The Position

The Senior HR Reporting & Analytics Analyst is a key member of the centralized HR Reporting & Analytics team and serves as a subject matter expert in Workday reporting, data governance, and workforce analytics. This role drives the design, development, and enhancement of advanced reporting solutions and dashboards that enable strategic HR decision-making across the enterprise. With a strong understanding of Workday data structures and business processes, the Senior Analyst plays a critical role in improving data quality, automating reporting processes, and strengthening the organization’s HR analytics maturity. This role partners closely with HR Centers of Excellence (COEs), HR Business Partners, HR Operations, and business leaders to deliver actionable insights that support workforce planning, talent strategies, and organizational effectiveness.

Requirements

5–7+ years of experience in Workday Reporting, HR Analytics, or HRIS with increasing responsibility and complexity.
Advanced experience with Workday Report Writer, EIBs, Calculated Fields, and dashboards; Workday PRISM or other advanced modules a plus.
Demonstrated expertise working with large HR data sets and creating scalable, automated reporting solutions.
Experience with business intelligence platforms (e.g., Power BI) strongly preferred.
Proven ability to translate data into strategic insights for senior leadership.
Advanced analytical and problem-solving skills with the ability to navigate complex data environments.
Expert ability to synthesize information and present insights in a clear, concise, executive-ready manner.
Strong attention to detail combined with a strategic mindset.
Ability to manage multiple priorities, operate independently, and influence without authority.
Customer-focused with a collaborative, team-oriented approach.
Demonstrated ability to drive process improvement and elevate reporting standards within a COE or enterprise environment.

Nice To Haves

Workday PRISM or other advanced modules a plus.
Experience with business intelligence platforms (e.g., Power BI) strongly preferred.

Responsibilities

Lead the design, development, and continuous improvement of complex, enterprise-level reports and dashboards across areas such as headcount, attrition, DEI, talent, recruiting, and organizational health.
Translate ambiguous business needs into scalable reporting solutions, advising HR leaders on the best use of Workday and other analytics tools.
Conduct advanced analysis to identify trends, risks, and opportunities; deliver executive-ready insights that influence decision-making.
Serve as the escalation point for complex data issues, ensuring accuracy, consistency, and timely delivery of all reporting commitments.
Oversee data validation routines and quality controls across core HR systems, ensuring adherence to data governance, privacy, and security standards.
Recommend and implement improvements to data structures, definitions, and reporting logic.
Partner with HRIS to resolve systemic data issues and ensure alignment across integrations, business processes, and downstream systems.
Lead automation initiatives to streamline recurring reporting processes and improve operational efficiency.
Develop and maintain documentation for reporting standards, data definitions, and advanced operational workflows.
Identify and drive continuous improvement opportunities that enhance Ferguson’s people analytics capabilities and reporting consistency across HR.
Act as a trusted advisor to HRBPs, COEs, and HR Operations by understanding business needs and delivering strategic reporting solutions.
Support audit, compliance, and external reporting requirements including benchmarking, submissions, and regulatory needs.
Mentor junior analysts by sharing best practices, guiding on reporting logic, and reviewing work for accuracy and impact.