FirstService Residential
Description
HR Business Data Analyst
Job Overview:
The HR Business Data Analyst focuses on extracting insights and identifying trends to support HR Leadership with recommendations by supporting the HR dashboard and reporting. This role involves monitoring dashboards and reports, analyzing performance data, and collaborating with HR operations leaders to gather qualitative insights that explain trends beyond the numbers.
A key contributor to quarterly HR Business reviews and Performance Agreements, this role tracks progress toward goals and highlights performance gaps to work alongside the HR Leadership team for actionable communication and solutions. The HR Business Data Analyst also partners with the Business Intelligence Manager to ensure reports and dashboards provide the necessary data for informed decision-making. By delivering timely and impactful insights, this role plays a crucial part in driving operational success and business growth.
Your Responsibilities:
Monitor and maintain HR dashboards and reports to track key performance indicators (KPIs) such as headcount, turnover, recruiting funnel metrics, time-to-fill, employee engagement, and retention trends. Extract, clean, and analyze large datasets from multiple sources (e.g., HRIS, payroll, recruiting, and performance systems) to identify trends, risks, and opportunities that support workforce planning and talent strategies. Design, build, and enhance HR dashboards and reports (using Power BI or similar tools) to ensure data accuracy, consistency, and integrity. Collaborate with HR Leadership and HR Operations to interpret quantitative and qualitative data, identifying root causes behind workforce challenges such as high turnover, hiring bottlenecks, or performance gaps. Provide actionable insights through clear, concise summaries and visualizations that enable HR leaders to make data-driven decisions related to retention, recruitment, and employee experience. Support recurring HR business reviews and performance discussions by compiling data, tracking progress toward goals, and highlighting trends or variances in key HR metrics. Partner with the Business Intelligence Manager and other data stakeholders to align on data definitions, ensure consistency across reporting platforms, and share best practices for automation and visualization. Identify gaps in existing reporting and develop new measures or data models to improve visibility into workforce and performance metrics. Establish and continuously refine reporting frameworks, methodologies, and workflows to enhance analytical efficiency and accuracy. Ensure compliance and confidentiality of all HR data in accordance with company policies and data privacy standards. Stay current on HR analytics trends, technologies, and best practices to proactively identify opportunities for process improvement and innovation in reporting. Skills & Qualifications:
Strong analytical mindset with the ability to interpret data, identify trends, and provide strategic insights. Ability to link operational performance to key business objectives. Experience in KPI tracking, performance measurement, and business review processes. Critical thinking and problem-solving skills to identify performance gaps and recommend solutions. Strong ability to engage with leadership and cross-functional teams to gather insights and provide recommendations. Ability to translate complex data into clear, concise insights for non-technical stakeholders. Excellent written and verbal communication skills, including presentation and storytelling abilities. Familiarity with Power BI and data visualization best practices. Basic SQL knowledge to extract and manipulate data is a plus. Proficiency in Excel, data modeling, and statistical analysis tools. Proactive mindset with the ability to identify trends before they impact business outcomes. Strong organizational and project management skills, with the ability to handle multiple priorities. Continuous improvement mindset, always looking for better ways to track and report data. Education:
Bachelor’s degree in business Analytics, Data Science, Finance, or a related field from an accredited institution. 2+ years of experience in HR analytics, business reporting, or a related analytical role. Hands-on experience extracting, cleaning, and analyzing data from HR systems such as ADP, Workday, or similar HRIS platforms. Working knowledge of business intelligence tools (Power BI preferred) for building and maintaining dashboards and reports. What We Offer:
You will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, vision. In addition, you will be eligible for time off benefits, paid holidays, and a 401k with company match.
Disclaimer:
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. This is not an all-inclusive job description; therefore, management has the right to assign or reassign schedules, duties and responsibilities to this job at any time.
Job Overview:
The HR Business Data Analyst focuses on extracting insights and identifying trends to support HR Leadership with recommendations by supporting the HR dashboard and reporting. This role involves monitoring dashboards and reports, analyzing performance data, and collaborating with HR operations leaders to gather qualitative insights that explain trends beyond the numbers.
A key contributor to quarterly HR Business reviews and Performance Agreements, this role tracks progress toward goals and highlights performance gaps to work alongside the HR Leadership team for actionable communication and solutions. The HR Business Data Analyst also partners with the Business Intelligence Manager to ensure reports and dashboards provide the necessary data for informed decision-making. By delivering timely and impactful insights, this role plays a crucial part in driving operational success and business growth.
Your Responsibilities:
Monitor and maintain HR dashboards and reports to track key performance indicators (KPIs) such as headcount, turnover, recruiting funnel metrics, time-to-fill, employee engagement, and retention trends. Extract, clean, and analyze large datasets from multiple sources (e.g., HRIS, payroll, recruiting, and performance systems) to identify trends, risks, and opportunities that support workforce planning and talent strategies. Design, build, and enhance HR dashboards and reports (using Power BI or similar tools) to ensure data accuracy, consistency, and integrity. Collaborate with HR Leadership and HR Operations to interpret quantitative and qualitative data, identifying root causes behind workforce challenges such as high turnover, hiring bottlenecks, or performance gaps. Provide actionable insights through clear, concise summaries and visualizations that enable HR leaders to make data-driven decisions related to retention, recruitment, and employee experience. Support recurring HR business reviews and performance discussions by compiling data, tracking progress toward goals, and highlighting trends or variances in key HR metrics. Partner with the Business Intelligence Manager and other data stakeholders to align on data definitions, ensure consistency across reporting platforms, and share best practices for automation and visualization. Identify gaps in existing reporting and develop new measures or data models to improve visibility into workforce and performance metrics. Establish and continuously refine reporting frameworks, methodologies, and workflows to enhance analytical efficiency and accuracy. Ensure compliance and confidentiality of all HR data in accordance with company policies and data privacy standards. Stay current on HR analytics trends, technologies, and best practices to proactively identify opportunities for process improvement and innovation in reporting. Skills & Qualifications:
Strong analytical mindset with the ability to interpret data, identify trends, and provide strategic insights. Ability to link operational performance to key business objectives. Experience in KPI tracking, performance measurement, and business review processes. Critical thinking and problem-solving skills to identify performance gaps and recommend solutions. Strong ability to engage with leadership and cross-functional teams to gather insights and provide recommendations. Ability to translate complex data into clear, concise insights for non-technical stakeholders. Excellent written and verbal communication skills, including presentation and storytelling abilities. Familiarity with Power BI and data visualization best practices. Basic SQL knowledge to extract and manipulate data is a plus. Proficiency in Excel, data modeling, and statistical analysis tools. Proactive mindset with the ability to identify trends before they impact business outcomes. Strong organizational and project management skills, with the ability to handle multiple priorities. Continuous improvement mindset, always looking for better ways to track and report data. Education:
Bachelor’s degree in business Analytics, Data Science, Finance, or a related field from an accredited institution. 2+ years of experience in HR analytics, business reporting, or a related analytical role. Hands-on experience extracting, cleaning, and analyzing data from HR systems such as ADP, Workday, or similar HRIS platforms. Working knowledge of business intelligence tools (Power BI preferred) for building and maintaining dashboards and reports. What We Offer:
You will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, vision. In addition, you will be eligible for time off benefits, paid holidays, and a 401k with company match.
Disclaimer:
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. This is not an all-inclusive job description; therefore, management has the right to assign or reassign schedules, duties and responsibilities to this job at any time.