Sr HR Analyst

Delek US•Brentwood, TN

14h

About The Position

The Sr HR Analyst provides and integrates advanced and predictive analytics, people metrics, and reporting to develop strategic and operational insights for workforce decision-making. The role identifies, analyzes, and interprets trends and patterns and prepares ongoing reports and data visualizations, such as charts, dashboards, and heat maps, to support business decisions. The position develops predictive models and trend analyses, conducts advanced statistical analyses, reviews compensation structures and incentive programs, and designs and maintains workforce analytics dashboards. It translates complex analytical findings into actionable insights for HR leadership, automates recurring reporting, partners with the HRIS team on dashboard reporting capabilities, and supports weekly reporting and presentation needs. The role requires discretion, confidentiality, attention to detail, analytical drive, organization, and the ability to work independently and collaboratively in a fast-paced environment.

Requirements

Bachelor’s degree required; an equivalent combination of education and experience may be considered in lieu of the degree.
At least four years of experience working with Human Resources data and programs.
At least six years of experience in a Business Data Analytics role or relevant experience.
Must be detail-oriented, analytically driven, and well organized.
Ability to work independently and as part of a team in a fast-paced environment.
Discretion, confidentiality, and a sense of urgency are key fundamentals for success.
No licensure or certification required.

Nice To Haves

At least two years of experience working with SAP SuccessFactors.
At least two years of experience working with compensation-related data.
At least two years of experience working with PowerBI.

Responsibilities

Develop predictive models and trend analyses to forecast workforce trends, including turnover, attrition costs, headcount, employee expenses, talent acquisition, development program completion, employee certifications, and other workforce KPIs.
Conduct advanced statistical analyses to identify workforce patterns and drivers, including engagement impact, internal mobility, employee tenure, and other workforce KPIs.
Perform market position analysis on the organization’s compensation structure.
Review and analyze the company’s Pay-for-Performance program based on ratings and business results.
Assess short-term and long-term incentive structures to ensure they drive desired behaviors.
Design and maintain PowerBI dashboards or other visualization tools using workforce data, Learning and Development KPIs, compensation metrics, and KPIs.
Translate complex analytical findings into clear, actionable insights for HR leadership.
Automate recurring reporting processes to improve data efficiency and consistency.
Partner with the HRIS team to support dashboard reporting capabilities.
Support weekly reporting needs and presentation building.