Sr. HR Data Analyst

Cardinal Health

About The Position

What People Analytics contributes to Cardinal Health The People Analytics (PA) team provides insights that drive outcomes. Our mission is to empower all leaders and HR stakeholders within Cardinal Health to make data-driven people strategy decisions quickly, easily, and with confidence. The People Analytics team applies analytics, data governance, and workforce domain expertise to deliver trusted insights across the employee lifecycle. We leverage HR systems and data platforms (e.g., Workday), business intelligence and visualization tools (e.g., Crunchr and Tableau), and analytical technologies (e.g., SQL and Python) to create scalable dashboards, executive scorecards, and analytical datasets that inform talent, workforce, and people strategy. Job Summary As the Sr. Data Analyst, Data Analytics, you will serve as a senior technical individual contributor and owner within the People Analytics team, operating independently alongside People Analytics leadership to drive the quality, consistency, and credibility of HR analytics. You will deliver advanced analytics, design analytics‑ready people datasets, and make consequential technical decisions that enable confident HR and business decision‑making. This role applies deep technical expertise in people data, HR systems, and analytics tools to elevate analytical rigor, context, and trust. The Sr. Data Analyst plays an active leadership role in data quality, standards, and governance, working closely with Data Engineering and partners to eliminate uncertainty around people data. You will also provide technical leadership and coaching to Data Analysts and Data Scientists, strengthening team capability across the People Analytics team.

Requirements

Bachelor’s degree in related field or equivalent work experience preferred.
6+ years of experience in data analytics, data science or a related field preferred.
Advanced proficiency in SQL, including complex query design, joins, transformations and performance considerations required.
Strong experience with data visualization tools (e.g., Tableau) including advanced calculated fields, dashboard logic and analytical storytelling.
Demonstrated experience working with HRIS platforms (e.g., Workday) and HR/people data preferred.
Proven ability to design, structure, and validate analytics‑ready datasets that support scalable reporting and downstream data science use cases.
Working knowledge of analytical programming tools (e.g., Python) for data analysis, automation or analytical workflows.
Experience working with sensitive and regulated data, including data privacy, security and compliance considerations (e.g., GDPR).
Experience coaching or mentoring analysts and/or data scientists, improving technical quality, analytical rigor and team capability.
Strong analytical judgment and ability to apply context to data, translating results into clear insights that explain meaning, relevance and next steps.
Ability to apply statistical reasoning to interpret people data and inform analytical questions, insights, and decision‑making.
Experience identifying and recommending improvements to analytics processes, standards, or workflows to increase efficiency, consistency and reusability across a team.

Responsibilities

Serve as a senior technical data analyst, independently delivering and owning complex analyses with SQL, Tableau, Python, and HR data platforms.
Create effective, efficient, and reliable database queries, calculated fields, and data transformations to analyze large volumes of HR and people data.
Design, own, and enable analytics‑ready people datasets that support scalable reporting, executive insights, and downstream data science use cases.
Operate as a technical owner and peer partner to People Analytics leadership, helping define, implement, and enforce analytics standards that shape how HR insights are delivered.
Provide technical leadership and coaching to Data Engineers, Data Analysts and Data Scientists, strengthening team capability in areas of technical need.
Elevate analytical context by translating results into clear insights that explain what the data means, why it matters and what to examine next.
Apply strong analytical judgment to ensure data outputs are accurate, well‑structured, and appropriately contextualized.
Independently identify, recommend and drive improvements to People Analytics processes, standards and workflows to increase efficiency, consistency and confidence in HR decision‑making.