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Jobs in HR Analytics

January 25, 2019

The increase and adoption of HR Data tools like SwoopTalent has paved the way for new roles in HR analytics.

Companies building out HR analytics teams that take advantage of HR data are even proven to:

With greater accessibility of data and the tools to understand it, companies can now hire HR analytics experts who can translate HR data into better business intelligence and insights.

Here are some of the latest roles in HR that focus on analytics.

Common Skills Needed By HR Analytics Roles

  • Experienced with data visualization.
  • Experienced use of Excel, Access, SPSS, Tableau, Workday and more.
  • Familiarity with different HRIS systems: SuccessFactors, Kronos, Workday, Taleo, etc
  • Attention to detail.
  • Experience with migrating data across different HR systems

Human Resources Analyst / HR Systems Analyst

Also known as: HR Systems Analyst, HR Reporting and Analytics Specialist

What does a human resource analyst do?

Human resource analysts (HR analysts) collect and study information/data related to employees, jobs, and issues that affect the people and HR practices in their company.

HR analysts typically rely on HR data governance tools to compile data for gathering insights that inform decision-making within the HR department.

Director of HR Analytics

What does a Director of HR Analytics do?

A director of HR analytics is responsible for the data strategy and systems used within HR departments. They oversee and manage teams that conduct detailed statistical analysis of HR data to identify actionable insights.

The director of HR analytics typically works with the HR leadership team to understand business challenges and develop strategies to merge / integrate various data sources / systems and insights for decision making.

Talent Acquisition Analyst / Talent Operations Analyst

What does a talent acquisition analyst do?

A talent acquisition analyst has a similar role as a HR analyst, but with a focus on talent acquisition efforts.

Talent acquisition analysts are responsible for collecting and compiling data related to passive and active candidates, as well as the general job market. They then analyze and report on this data to find insights into talent acquisition efforts.

Director of People Analytics

What does a director of people analytics do?

The director of people analytics has a primary responsibility for building the strategy and vision for the people analytics department. They optimize reporting and business intelligence products to help HR leaders make data-driven decisions.

The director of people analytics works closely with information systems teams to ensure that the reporting and analytics capabilities of systems are able to deliver the needed information on current and former employees, as well as sourced and active candidates.

HR Compliance Analyst

What does an HR Compliance Analyst do?

The HR compliance analyst is responsible for ensuring human resource information is secure and managing risks related to the use, the processing, the storage, and the transmission of that information, as well as the systems used to store and transmit this data.

HR compliance analysts regularly conduct compliance risk assessments of planned and installed HRIS systems to identify vulnerabilities, risks, and protection needs.

HR Payroll / Benefits Analyst

What does an HR Payroll / Benefits Analyst Do?

An HR Payroll / Benefits Analyst specializes in the analysis and manipulation of payroll systems. They will commonly design and enhance features within payroll systems to provide more accurate data and information.

Part of their responsibilities also include integrating different systems with their payroll tools, as well as generating reports on the data found within payroll systems.

Data Governance Analyst

What does a data governance analyst do?

A data governance analyst is responsible for owning the HR data within a company.

The data governance analyst must understand how data is used by different teams, and will create methods for inputting, tracking, measuring, and reporting on the various data points, as well as the integration of the systems used to create consistent standardized sets of data.

Why Your Team Needs HR Analytics Experts

Modern HR teams are making more data-driven decisions. The power of HR data can help you identify multiple problems that may be plaguing your company or identify talent hubs that could vastly improve your talent acquisition efforts.

For example, an HR analytics expert could run a report on employee data, and find that the average tenure of technical talent is significantly lower than other employees. Further analysis could show that your competitor’s average salary or benefits exceed your own. These insights could then help you increase retention of your tech talent: the people in your company’s most important functional roles and the people who are most difficult to replace.

Another example: your recruiting team could be spending hours sourcing candidates from a single hub because they believe they have a faster time-to-hire. However, analysis could reveal that employees sourced from this hub are the least satisfied at your company. This trend results in a toxic environment, decreased productivity, and increased churn.

Your HR analytics provide a wealth of valuable information containing insights that can help your company save millions in benefits, lower your cost per-hire, improve retention, and even increase overall job satisfaction at your company.

But where do you find HR analytics experts?

Where to Find HR Analytics Professionals

HR analytics professionals can be found in most job networks that you’re already familiar using.

Our favorite locations to find and hire HR analytics pros include:

  • Indeed
  • Glassdoor
  • Linkedin
  • Speciality HR sites

Final Thoughts: HR Analytics Jobs

While hiring an HR analytics team is a great start for your company, and will certainly place you ahead of your competitors who lack an HR analytics team, it is only the first of three steps you must complete to ensure you have a high-functioning HR Analytics department.

These three essential steps are:

  1. Hire HR Analytics Experts
  2. Ensure Quality of Data
  3. Use Dashboards and Data Visualization to Display Insights and Tell a Story

To ensure quality of data, you’ll need to standardize HR manual entry processes and leverage a data governance platform like SwoopTalent that can integrate with your systems and compile all of your HR data into a single location.

Afterwards, using a platform like SwoopTalent, you can easily manipulate and visualize that data with custom reports and dashboards to fuel data-driven decision making.

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