The Human Resources (HR) Analyst will collect, compile, and analyze HR data, metrics, and statistics, and apply this data to make recommendations to Senior Management. The HR analyst will prepare and execute audits of benefit deductions, job and status changes, variance reports, costs, leaves of absences and interfaces to ensure accurate reporting. As a member of the Human Resources Team, the HR Analyst will provide highly responsive, confidential support to all stakeholders, including employees, HR, Finance, Workday support, other managers, and executive staff.
Work with HR leadership and collaborate with internal teams to identify, plan, coordinate and implement HR related projects and initiatives.
Utilize HR knowledge and systems tools to comprehend, interpret and apply governing policy, procedures, and administrative rules to ensure compliance with federal, state, and local laws.
Recognize system capabilities and analyze current business practices to identify and recommend improvements to key HR processes including retention, recruitment, onboarding, performance, compensation, classification, communication, benefit administration, etc.
Prepare and generate reports to identify and audit variances in benefit and payroll deduction data, changes in remittances and interface transmittals. Ensure proper recordkeeping.
Work closely with human resources teams and finance on all HRIS (Workday) and payroll related matters providing quality assurance checks and partnering with management to ensure compliance with federal, state, and local standards and guidelines.
Track and work with other stakeholders to reconcile reported coverage and deduction corrections. Ensure corrections are made and recorded correctly.
Gather and disburse government labor statistics, new employment regulations, and labor laws. Monitor federal, state, and local laws to ensure compliance.
Conduct in-depth quarterly, annual or ad-hoc historical reconciliations, as needed.
Identify and conduct regular enrollment audits of employee status changes that effect benefit eligibility and deductions.
Keep abreast of current legislation involving employment practices. Advise and assist in cultivating best practice in operating procedures for the organization.
Identify and recommend reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
Perform other duties as needed.
Education: Bachelor’s degree in Human Resources, Business Administration or related field required. Relevant experience may substitute for the degree requirement on a year-for-year basis.
Two years of professional level experience in applicable human resources area.
Education: Master’s degree in Human Resources or Business Administration.
Three to five years as an HR or Business Analyst
Two years of Workday experience
SHRM-CP or SHRM-SCP certified
Excellent verbal and written communication skills.
Strong analytical and problem-solving skills.
Thorough understanding of local, state, and federal laws involving employment and HR policies.
Proficient with Microsoft Office, Microsoft Excel, and the ability to create charts, pivot tables, spreadsheets, and presentations.
Proficient with or the ability to quickly learn the organization’s HRIS and payroll software.
Familiarity with HR operations, such as payroll and employee benefits.