Human Resources Data Analyst

REQUIREMENTS AND PREFERENCES

• Collecting, analyzing, interpreting, reporting, and leveraging complex data to support strategic initiatives.
• Developing and maintaining reports, dashboards, and visualizations to communicate findings to stakeholders using Business Intelligence tools such as Tableau and PowerBI.
• Human Resources with a focus on Strategic Management, Key Performance Indicators (KPIs) development, and/or Diversity, Equity, and Inclusion (DEI) initiatives.
• Developing and maintaining Key Performance Indicators (KPIs) based on strategic goals and identifying KPI data collection and measurement methodology.
• Collaborating with cross-functional teams to identify opportunities for process improvement, efficiencies and optimization.
• Conducting ad-hoc analysis and providing data-driven recommendations to promote strategic decision-making and Return on Investments (ROI).

• Human Resources with a focus on Strategic Management, Key Performance Indicators (KPIs) development, and/or Diversity, Equity, and Inclusion (DEI) initiatives.

• Proficiency in data manipulation, statistical analysis, and data visualization tools (e.g., Power BI, Excel, SQL, Python, R, Tableau).
• Experience with HRIS (Human Resources Information Systems) and other data management platforms.
• Demonstrated understanding of strategic and project management principles and methodologies.
• Understanding of diversity, equity, and inclusion concepts and frameworks.
• Preferred knowledge with relevant laws, regulations, and compliance requirements related to strategic management, employment law and DEI in the workplace.
• Strong verbal and written communication skills, with the ability to convey complex concepts and insights to varied audiences.
• Analytical mindset with the ability to think critically, identify root causes, and propose data-driven solutions to strategic management and DEI challenges.
• Strong problem-solving skills and attention to detail in data analysis, interpretation, and reporting.

• Master's degree or higher in relevant field
• HR or DEI Certification (i.e. HRCI-SPHR, IPMA-SCP, SHRM-SCP, HRCI-PHR, IPMA-CP, SHRM-CP)
• Data Certification (i.e. Microsoft Certified Data Analyst Associate, Certified Analytics Professional (CAP), Tableau Desktop Certified Associate, CompTIA)
• Project Management Certification (i.e. PMP)
• Data, HR or DEI Certificate from an accredited college or organization
• 2 years' experience using Data Visualization and Business Intelligence tools such as Tableau and PowerBI to create dashboards and visualizations.
• 2 years' experience with HRIS (Human Resources Information Systems) and other data management platforms.
• 2 years of advanced Excel skills (pivot tables, macros and data visualization)
• 2 years of DEI, Human Resources or Public Sector experience
• 2 years experience providing actionable insights and recommendations based on data analysis to inform decision-making and strategy development.

DUTIES AND RESPONSIBILITIES

The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.

• Gather, cleanse, and analyze HR data related to employee demographics, hiring, promotions, retention, and other relevant KPIs and metrics.
• Utilize statistical methods and data visualization techniques to identify patterns, trends, and disparities in metrics and make business recommendations.
• Define KPIs (metrics) and identify linkages to the HR Strategic Plan and goals; identify applicable data sources from County systems; development and maintenance of relevant KPIs based on County-wide strategic goals.
• Conduct in-depth analysis of strategic management and diversity and inclusion initiatives, programs, and policies to assess their effectiveness and efficiency and make data-driven recommendations.
• Coordinate various county-wide surveys and analyze data to assess employee engagement, satisfaction, and the inclusiveness of the workplace environment and make recommendations.
• Analyze recruitment and hiring data to assess the diversity of the talent pipeline at different stages of the hiring process, including developing recommendations and metrics to track progress over time.
• Conduct in-depth and ongoing analysis of workforce demographics, including gender, race, ethnicity, veteran status, age, and other diversity dimensions.
• Provide insights and recommendations for targeted recruitment, retention, and promotion strategies to improve diversity and inclusion.
• Conduct statistical analyses to identify potential disparities in pay, controlling for factors such as job title, experience, education and performance where data is available and provide recommendations.
• Analyze employee action data (i.e. Hires, Promotions, Turnover, Learning Transcripts, Disciplinary Actions etc.) to identify factors contributing to turnover, lack of advancement, leadership concerns, compensation issues or negative employee experiences.
• Collaborate with cross-functional teams to ensure alignment of strategic management and DEI goals with overall objectives.
• Conduct comparative and statistical analysis to evaluate the organization’s performance against external benchmarks, identify areas for improvement and make proposals for improvement.
• Assist in the development, implementation, and evaluation of policies, practices, and programs, including diversity and inclusion.
• Support the design and delivery of training programs and workshops on strategic management and the development of applicable KPIs.
• Stay up to date on industry trends and best practices in data analysis and visualization.
• Monitor and evaluate the impact of policy changes on strategic management, DEI outcomes and employee experiences.
• Perform related work as assigned.

WORK ENVIRONMENT

Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.

Typically performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations. May vary by work location.

Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.

Varies by work location.

SPECIAL INFORMATION

Competencies

• Manages Complexity

• 
  Decision Quality

• 
  Strategic Mindset

• 
  Plans and Aligns

• 
  Communicates Effectively

• 
  Situational Adaptability

• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
• Customer focus: Building strong customer relationships and delivering customer-centric solutions.
• Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Values differences: Recognizing the value that different perspectives and cultures bring to an organization.