JOB SUMMARY:

The Senior HR Business Analyst plays a critical role in bridging the gap between HR operations and technology. This role is responsible for analyzing HR data, identifying improvement opportunities, and implementing data-driven solutions to enhance workforce planning, talent management, and overall HR effectiveness. The ideal candidate will have strong analytical skills, a deep understanding of HR systems (e.g., Workday, SAP, Oracle), and the ability to develop and articulate a narrative out of complex data sets.

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, Information Systems, or related field.
• 4-7 years of experience in HR analytics, HRIS, or business analysis.
• Experience with big data analytics, including diagnostic, descriptive and predictive analytics.
• Strong Excel and data visualization skills (e.g., Power BI).
• Excellent communication and stakeholder management skills.
• Strong analytical and problem-solving skills.
• Experience in HR systems (Workday, SAP SuccessFactors, Oracle HCM, or similar) is an asset
• Understanding of HR functions such as talent acquisition, compensation, performance, and learning.
• Attention to detail and ability to handle sensitive data with confidentiality.

• Analyze HR data and processes to identify trends, inefficiencies, and opportunities for improvement.
• Partner with the business and HR Operations teams to translate business needs into clear metrics to measure success.
• Collaborate with HR stakeholders and cross functional teams to gather and document business requirements.
• Partner with Reporting Specialists to develop and maintain HR dashboards and reports to provide actionable insights to HR leaders and business stakeholders.
• Use advanced Excel, SQL, and/or BI tools to aggregate and analyze large datasets from multiple sources.
• Provide insights and recommendations based on data trends to support strategic HR initiatives.
• Conduct gap analyses and recommend process improvements or automation.
• Conduct workforce analytics (e.g., turnover, headcount, diversity, compensation analysis) to inform strategic planning.
• Ensure data integrity and compliance with HR policies and regulations.