Regal Medical Group
About the Role
The HR Data Analyst will play a vital role in supporting organizational efficiency, regulatory compliance, and improved service delivery for the HR, Member Services & PALS teams by collecting, analyzing, and interpreting data for actionable insights.
Responsibilities
The HR Data Analyst’s data reporting and analytics responsibilities involve creating and maintaining dashboards and reports to track key HR and workforce metrics, supporting labor modeling and process improvement, and facilitating collaboration across departments.
HR Dashboards and Reports
Metrics include headcount (by department, new joiners, terminations), workforce distribution, turnover rates (overall, by department, voluntary vs. involuntary), and trends over time.
Reports may be scheduled monthly or produced ad‑hoc for leadership and business partners.
Regular headcount reconciliation ensures the accuracy of position management and organizational structure records.
Labor Modeling and Market Analysis
Use workforce and trend data to analyze staffing needs and plan for future requirements, including projecting turnover and tracking average tenure.
Research market data to compare internal compensation against external benchmarks as requested.
Process Improvement & Cross‑Departmental Support
Identify inefficiencies and opportunities for automation within HR processes.
Ensure data alignment across HR, Member Services, and PALS, supporting interdepartmental initiatives and preventing duplicative efforts.
Training & Best Practices
Train team members on data analysis tools, dashboard usage, and maintain consistency in analytics processes.
Systems Optimization & Integration
Combine HRIS exports with Excel for efficient audits and reconciliations.
Collaborate with HRIS administrators and use system APIs to support automation and improve integrations.
Use advanced Excel tools (pivot tables, conditional formulas, Power Query) for large datasets.
Apply visualization techniques—including charts, conditional formatting, and sparklines—to communicate trends.
Create interactive dashboards with Excel or Power BI.
Partnership and Data Consistency
Collaborate with HR and Talent Acquisition teams to align on data definitions and reporting standards.
Establish cross‑functional teams for analytics efforts such as organizational change management and talent initiatives.
HR Project Support and Analytics
Provide analytical support for projects such as organizational restructuring, succession planning, and predictive modeling.
Assist in designing reporting solutions that integrate data from HRIS, recruitment, and performance systems.
Data Security and Confidentiality
Maintain strict confidentiality regarding all employee and HR data per legal and organizational policies.
Apply best practices in data security, such as regular audits and secure access controls.
Partner with HR, Talent Acquisition to ensure consistent data usage and definitions.
Provide data support for HR projects, including organizational changes, job architecture, and analytics initiatives.
Maintain confidentiality and uphold data security standards at all times.
Qualifications
Bachelor’s degree in Human Resources, Business, Data Analytics, or a related field.
At least 2–4 years of experience in HR reporting, HRIS analytics, or related data roles.
Advanced Excel skills
required (pivot tables, formulas, charts, Power Query).
Familiarity with HRIS platforms such as ADP.
Strong attention to detail, organizational skills, and the ability to manage multiple priorities.
Clear and professional communication skills, both written and verbal.
Exposure to position management, labor modeling, or workforce planning.
Knowledge of HR data structures, job classification, and compensation practices.
HRIP, SHRM‑CP, or other relevant certification is a plus.
Pay Range and Compensation Package The pay range for this position at commencement of employment is expected to be between $30/hour and $33/hour; however, base pay offered may vary depending on multiple individualized factors, including market location, job‑related knowledge, licensure, skills, and experience. The total compensation package for this position may also include other elements, including a sign‑on bonus and discretionary awards, in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. If hired, the employee will be in an “at‑will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.
Equal Opportunity Statement The employer will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the LA City Fair Chance Initiative for Hiring Ordinance.
Health and Wellness Benefits
Employer‑paid comprehensive medical, pharmacy, and dental for employees
Vision insurance
Zero co‑payments for employed physician office visits
Flexible Spending Account (FSA)
Employer‑Paid Life Insurance
Employee Assistance Program (EAP)
Behavioral Health Services
Savings and Retirement Benefits
401(k) Retirement Savings Plan
Income Protection Insurance
Other Benefits
Vacation Time
Company celebrations
Employee Assistance Program
Employee Referral Bonus
Tuition Reimbursement
License Renewal CEU Cost Reimbursement Program
Business‑casual working environment
Sick days
Paid holidays
Mileage
Seniority Level Associate
Employment Type Full‑time
Job Function Health Care Provider
Industry Hospitals and Health Care
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Responsibilities
The HR Data Analyst’s data reporting and analytics responsibilities involve creating and maintaining dashboards and reports to track key HR and workforce metrics, supporting labor modeling and process improvement, and facilitating collaboration across departments.
HR Dashboards and Reports
Metrics include headcount (by department, new joiners, terminations), workforce distribution, turnover rates (overall, by department, voluntary vs. involuntary), and trends over time.
Reports may be scheduled monthly or produced ad‑hoc for leadership and business partners.
Regular headcount reconciliation ensures the accuracy of position management and organizational structure records.
Labor Modeling and Market Analysis
Use workforce and trend data to analyze staffing needs and plan for future requirements, including projecting turnover and tracking average tenure.
Research market data to compare internal compensation against external benchmarks as requested.
Process Improvement & Cross‑Departmental Support
Identify inefficiencies and opportunities for automation within HR processes.
Ensure data alignment across HR, Member Services, and PALS, supporting interdepartmental initiatives and preventing duplicative efforts.
Training & Best Practices
Train team members on data analysis tools, dashboard usage, and maintain consistency in analytics processes.
Systems Optimization & Integration
Combine HRIS exports with Excel for efficient audits and reconciliations.
Collaborate with HRIS administrators and use system APIs to support automation and improve integrations.
Use advanced Excel tools (pivot tables, conditional formulas, Power Query) for large datasets.
Apply visualization techniques—including charts, conditional formatting, and sparklines—to communicate trends.
Create interactive dashboards with Excel or Power BI.
Partnership and Data Consistency
Collaborate with HR and Talent Acquisition teams to align on data definitions and reporting standards.
Establish cross‑functional teams for analytics efforts such as organizational change management and talent initiatives.
HR Project Support and Analytics
Provide analytical support for projects such as organizational restructuring, succession planning, and predictive modeling.
Assist in designing reporting solutions that integrate data from HRIS, recruitment, and performance systems.
Data Security and Confidentiality
Maintain strict confidentiality regarding all employee and HR data per legal and organizational policies.
Apply best practices in data security, such as regular audits and secure access controls.
Partner with HR, Talent Acquisition to ensure consistent data usage and definitions.
Provide data support for HR projects, including organizational changes, job architecture, and analytics initiatives.
Maintain confidentiality and uphold data security standards at all times.
Qualifications
Bachelor’s degree in Human Resources, Business, Data Analytics, or a related field.
At least 2–4 years of experience in HR reporting, HRIS analytics, or related data roles.
Advanced Excel skills
required (pivot tables, formulas, charts, Power Query).
Familiarity with HRIS platforms such as ADP.
Strong attention to detail, organizational skills, and the ability to manage multiple priorities.
Clear and professional communication skills, both written and verbal.
Exposure to position management, labor modeling, or workforce planning.
Knowledge of HR data structures, job classification, and compensation practices.
HRIP, SHRM‑CP, or other relevant certification is a plus.
Pay Range and Compensation Package The pay range for this position at commencement of employment is expected to be between $30/hour and $33/hour; however, base pay offered may vary depending on multiple individualized factors, including market location, job‑related knowledge, licensure, skills, and experience. The total compensation package for this position may also include other elements, including a sign‑on bonus and discretionary awards, in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. If hired, the employee will be in an “at‑will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.
Equal Opportunity Statement The employer will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the LA City Fair Chance Initiative for Hiring Ordinance.
Health and Wellness Benefits
Employer‑paid comprehensive medical, pharmacy, and dental for employees
Vision insurance
Zero co‑payments for employed physician office visits
Flexible Spending Account (FSA)
Employer‑Paid Life Insurance
Employee Assistance Program (EAP)
Behavioral Health Services
Savings and Retirement Benefits
401(k) Retirement Savings Plan
Income Protection Insurance
Other Benefits
Vacation Time
Company celebrations
Employee Assistance Program
Employee Referral Bonus
Tuition Reimbursement
License Renewal CEU Cost Reimbursement Program
Business‑casual working environment
Sick days
Paid holidays
Mileage
Seniority Level Associate
Employment Type Full‑time
Job Function Health Care Provider
Industry Hospitals and Health Care
#J-18808-Ljbffr