Senior HR Strategy & Analytics Analyst

Cameron LNG LLC•Hackberry, LA

2h•Hybrid

About The Position

The Senior HR Strategy & Analytics Analyst supports the Human Resources function by transforming workforce, organizational, compensation, and business data into insights, plans, and solutions that drive effective decision-making and execution of strategic priorities. The role serves as a flexible resource across Human Resources, providing analytical, planning, project management, communication, and implementation support for workforce planning, recruiting, benefits, compensation, employee engagement, talent development, organizational effectiveness, HR operations, and business planning. The position also advances technology, automation, and responsible AI-enabled solutions that improve efficiency, strengthen reporting capabilities, and enhance employee and manager experiences.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, Information Systems, Organizational Development, or a related field required.
Minimum of five (5) years of progressive experience in HR analytics, workforce planning, compensation analysis, HR reporting, financial analysis, HRIS, organizational effectiveness, project management, or a related discipline.
Experience developing executive-level PowerPoint presentations, dashboards, business cases, and analytical materials for leadership audiences.
Experience using analytics, business intelligence, automation, technology, or AI-enabled tools to improve processes and decision-making preferred.
Advanced proficiency in Microsoft PowerPoint, including executive storyline development, presentation design, and clear visualization of complex information.
Advanced proficiency in Microsoft Excel, including PivotTables, Power Query, Power Pivot, XLOOKUP, charting, dashboard development, and data modeling.
Strong knowledge of workforce analytics, HR metrics, compensation principles, workforce planning, workforce budgeting, and organizational effectiveness.
Working knowledge of generative AI, automation concepts, prompt development, responsible AI practices, and appropriate use of confidential HR information.
Ability to analyze complex information, identify meaningful patterns, exercise sound judgment, and provide clear, actionable recommendations.
Excellent written, verbal, presentation, and communication skills, including the ability to communicate technical information to non-technical audiences.
Strong project management, organization, stakeholder management, and change-management capabilities.
Ability to manage multiple priorities, work independently with minimal direction, and collaborate effectively across HR, Finance, Accounting, and business functions.
High attention to detail and commitment to data accuracy, confidentiality, internal controls, and continuous improvement.
Ability to communicate fluently in English, written and spoken.

Nice To Haves

Master's degree or relevant professional certification in Human Resources, analytics, workforce planning, project management, change management, or technology preferred.
Experience supporting workforce planning, workforce budgeting, monthly forecasting, accrual analysis, long-range planning, or workforce cost variance analysis preferred.
Experience supporting compensation benchmarking, market pricing, salary surveys, annual compensation processes, and compensation reporting preferred.
Experience supporting cross-functional HR initiatives and converting strategic priorities into practical implementation plans and communication tools.
Experience with HRIS platforms such as ADP Workforce Now, Workday, Oracle HCM, SAP SuccessFactors, or similar systems preferred.
Experience with Power BI, Tableau, or similar business intelligence and data visualization tools preferred.

Responsibilities

Provide data-driven insights, recommendations, and decision-support materials that help leaders evaluate workforce priorities, organizational risks, resource needs, and business impacts.
Develop and maintain workforce analytics, dashboards, scorecards, reports, and executive presentations for HR, leadership, committee, and Board discussions.
Analyze workforce, talent, compensation, workforce cost, recruiting, retention, overtime, and organizational data to identify trends, root causes, risks, and opportunities.
Translate complex data into clear business narratives, visual presentations, key messages, and practical recommendations for technical and non-technical audiences.
Support annual workforce planning, workforce budgeting, monthly workforce cost forecasting, accrual analysis, variance reporting, and five-year planning in partnership with HR, FP&A, Accounting, and business leaders.
Maintain workforce planning assumptions and models, including approved positions, vacancies, hiring timing, attrition, promotions, market adjustments, incentives, overtime, and organizational changes.
Reconcile workforce, position, and workforce cost information across HR and Finance sources; investigate differences and strengthen documentation, controls, and forecast accuracy.
Provide analytical, project management, and implementation support across HR priorities, including recruiting, benefits, compensation, employee engagement, talent development, succession planning, organizational effectiveness, and HR operations.
Develop project plans, implementation roadmaps, business cases, timelines, risk and action trackers, leader toolkits, employee communications, FAQs, and change-management materials for HR initiatives.
Support recruiting and talent decisions through workforce demand analysis, recruiting metrics, talent pipeline reporting, retention analysis, and assessment of current and future capability needs.
Support employee engagement, talent management, leadership development, and organizational effectiveness initiatives through survey analysis, workforce insights, progress reporting, and implementation support.
Support compensation administration through reporting, market pricing, benchmarking, salary survey participation, job description review, annual compensation planning, and compensation data validation.
Cross-train with the Manager, Compensation and maintain current process documentation to provide backup coverage for critical compensation activities in accordance with established governance, controls, confidentiality, and decision authority.
Identify and implement opportunities to improve HR processes through workflow redesign, reporting automation, technology enhancements, analytics, and responsible AI-enabled solutions.
Develop approved AI-enabled prompts, templates, standard work, and knowledge resources that improve consistency and productivity while maintaining human review, confidentiality, data privacy, and records-management requirements.
Support HR system enhancements, functional testing, reporting improvements, issue resolution, user adoption, and transition from manual spreadsheets to scalable reporting solutions.
Maintain accurate workforce, position, job description, organization, and compensation data; establish clear definitions and documentation and perform periodic validation and audits.
Protect sensitive employee, compensation, and organizational information and comply with company policies, internal controls, and applicable data governance requirements.
Assist Payroll Administrator with payroll processing once a quarter or as needed.
Support organizational change, cross-functional business initiatives, and other strategic projects as assigned.