Human Resources People Analytics Consultant

at  Washington University in St Louis

POSITION SUMMARY

Under the direction of the Director of HR Executive & Compliance Reporting, this position develops and maintains Key Performance Indicators (KPIs), metrics, and statistics to support strategic decision-making for both HR and the University as a whole. The People Analytics Consultant plays a central role in analyzing and interpreting HR metrics and data to provide valuable insights working closely with HR leaders, business stakeholders, and cross-functional teams to identify trends and measure performance. This individual in this role analyzes data, produces reports, and maintains ongoing datasets in various forms to help leaders translate results of analysis into useful information.

EDUCATION:

Master’s degree or combination of education and/or experience may substitute for minimum education.

WORK EXPERIENCE:

Data Analysis (5 Years)

SKILLS:

Not Applicable

EDUCATION:

PhD or terminal degree or combination of education and experience may substitute for minimum education.

WORK EXPERIENCE:

Relevant Experience (5 Years)

SKILLS:

Communication, Critical Thinking, Data Visualization Tools, Detail-Oriented, Economics, Higher Education Administration, Human Resources (HR), IBM Cognos Business Intelligence, Key Performance Indicators (KPI), KPI Benchmarking, Linear Regression Modeling, Microsoft Office, Microsoft Power Business Intelligence (BI), Multilevel Modeling, Psychology, Python (Programming Language), SPSS Data Analysis, Stata, Statistical Software, Statistics, Tableau, Work Collaboratively, Workday, Working Independently

• Collects, analyzes, and interprets HR data related to employee performance, recruitment, retention, diversity, compensation, engagement, and other key HR metrics. Examples include FTE, headcount, and payroll expense.
• Maintains these data in a readily accessible, trended format to help HR and university senior leaders quickly understand trends and patterns regarding KPIs that relate to the workforce and workforce related expenditures.
• Develops and maintains analytical reports and dashboards using appropriate analytics tools (which may include Workday, Cognos, Excel, Tableau, or Power BI) to visualize and communicate HR insights and data trends effectively.
• Develops and delivers people analytics, KPI measures, and HR metrics potentially via dashboards or other data products that are regularly maintained and updated. Determines issues/challenges having the most value to the organization and determine methodology to utilize in interpreting and gathering data from multiple sources on the issue. Develops analysis plans and apply appropriate statistical techniques and/or predictive modeling to answer workforce-related questions. Presents findings and recommendations to senior leadership with actionable insights in a clear and understandable manner.
• Collaborates with HR leadership and senior executives to align KPIs and analytics efforts with the overall business strategy.
• Proactively seeks and locates data, including outside benchmarks or comparative data, to support proposed decisions. Drives collection of new data and the refinement of existing data sources; applies and uses algorithms or other advanced techniques to accomplish this. Recommends ways to apply the data.
• Works to ensure reliable and consistent data are maintained and available for both ad hoc and longitudinal inquiries. Communicates, conveys, and visualizes informed conclusions and recommendations across an organization’s leadership structure in a manner to “tell the story” behind the data and influence how organization approaches the challenge.
• Identifies patterns, trends, and correlations within HR datasets, providing meaningful interpretations and actionable recommendations to improve HR operations and drive strategic decision-making.
• Serves as a subject matter expert in WUSTL Human Resources data.
• Partners with the director and other senior HR leaders to support HR data governance, data quality, data integrity, and data literacy within the HR department and broadly (including supporting data definitions in the Collibra data governance tool).
• Stays informed about industry trends and best practices in people analytics and HR metrics, proactively sharing knowledge and suggesting innovative approaches to drive analytical capabilities within the organization.
• Collaborates with IT and Finance to integrate HR analytics and KPIs into broader business initiatives. Acts as a trusted advisor to HR and business leaders, providing data-driven insights for decision-making.
• Determines and develops metrics within Human Resources and other business venues, which support short-term and long-term business planning.
• Provides input on suggested business actions based on analytical results.
• Conducts cost/benefit analysis for various business problems as requested.
• As needed, supports the director and the analysts/senior analysts with ad-hoc data analysis and reporting requests and special projects.
• Assists management in interpreting and implementing changes in laws and regulations that impact higher education and academic medicine. Assists management in responses to government audits and requests for information.
• May prepare reports and analyses related to university compliance with federal, state and local laws and regulations as they relate to human resources, particularly reporting requirements specific to higher education institutions.
• May serve on various committees and working groups in support of university administration, particularly those focused on implementing data and analytics.
• Designs, administers, and analyzes surveys using survey collection platforms (e.g., Qualtrics) to support organizational needs.
• Develops actionable insights from various internal processes, products, methodologies, best practices, and surveys using data analytical tools (e.g., Microsoft Excel, Jamovi, SPSS, and R).
• Validates, edits, and updates survey items to ensure clarity, relevance, accuracy, reproducibility, and validity.
• Performs other duties as assigned.