HR Analyst

Roles and responsibilities

The role primarily involves collecting, analyzing, and reporting on key human resources (HR) metrics and data from a variety of sources to help drive informed decision-making within the organization. Key data sources include the Human Resource Information System (HRIS), payroll outputs, employee surveys, exit interviews, employment records, government labor statistics, and industry benchmarks. The goal is to gather comprehensive insights related to recruitment, hiring practices, employee motivation, turnover rates, and compliance with employment laws and regulations.

One of the primary responsibilities of the role is to analyze collected data for trends and patterns, with a specific focus on identifying areas for improvement in the organization's recruitment and retention strategies, as well as its overall HR practices. This analysis will often touch on issues such as employee turnover, recruitment effectiveness, employee satisfaction, and compliance with legal and regulatory requirements. In addition to analyzing the data, the role involves preparing clear, concise reports that present findings to senior leadership, ensuring that these insights are understood and actionable.

Based on the findings of these data analyses, the role will also play a key role in making recommendations for policy improvements and changes that can positively impact the organization’s culture. This might include suggestions for attracting and hiring top talent, enhancing employee motivation and retention, addressing staffing issues, and ensuring compliance with labor laws. The role may also involve the facilitation of new training, development, and recruitment initiatives to address areas identified as needing improvement, and support the overall goals of the HR department.

Desired candidate profile

In addition to supporting broader HR initiatives, the role may include involvement in conducting or assisting with classification audits to ensure that jobs are properly classified as exempt or nonexempt under the Fair Labor Standards Act (FLSA). This process ensures that employees are properly compensated in accordance with labor laws, helping to minimize potential legal risks for the organization.

Another key responsibility is ensuring compliance with data privacy regulations, particularly in terms of handling sensitive employee information. Adhering to best practices related to data security is crucial to maintaining the trust of employees and avoiding legal liabilities.

The role may also extend to assisting HR leadership with staffing, recruiting, and departmental budgeting efforts, providing critical data and recommendations that help to optimize HR resource allocation. Additionally, the role may involve supporting the performance, benefit, and compensation review and evaluation processes, providing data-driven insights to ensure that these processes are fair, effective, and aligned with organizational objectives.