Compunnel, Inc.
The People Insights & Systems Analyst plays a strategic role in enabling data-driven decision-making and optimizing the HR technology ecosystem. This individual partners with HR Business Partners, business leaders, and IT stakeholders to translate complex people data into actionable insights using tools like Workday Prism and Power BI. The role is equally responsible for gathering and documenting business and functional requirements to support HR systems enhancements and continuous improvement initiatives.
Key Responsibilities:
People Analytics:
Design, build, and maintain advanced dashboards, reports, and scorecards using Workday Prism, Power BI, and other analytics tools.
Deliver actionable insights on key HR areas such as workforce planning, retention, talent acquisition, engagement, DEI, and performance.
Translate complex people data into intuitive visualizations and executive-ready narratives tailored to various stakeholder groups.
Monitor data accuracy and integrity across HR systems; partner with HRIS and data owners to identify and resolve data quality issues.
Identify and implement opportunities to automate data workflows and improve reporting efficiency.
HR Systems & Business Analysis:
Lead the intake, documentation, and prioritization of business and functional requirements for HR technology projects and enhancements. Conduct stakeholder workshops, process mapping, gap analyses, and develop user stories or technical specifications. Collaborate with HR, IT, and business leaders to evaluate current-state processes and design scalable, tech-enabled future-state solutions. Assist in planning, UAT testing, implementation, and post-go-live support for new HR system features or updates. Strategic Support & Enablement:
Act as a thought partner to HR and business leaders, aligning analytics and systems strategy with broader organizational goals. Drive change management and user adoption for analytics tools and self-service capabilities. Champion data literacy and foster a culture of evidence-based decision-making throughout the HR function. Qualifications:
Education: Bachelor’s degree in Data Analytics, HR, Business Administration, Information Systems, or a related field required. Master’s degree in Data Analytics, Business Intelligence, or HR Technology is a plus. Equivalent combination of education and relevant experience may be considered. Experience:
3+ years of experience in HR analytics, HRIS, or business analysis, preferably in a mid-size to large organization. Proven experience with Workday (especially Workday Prism) and Power BI. Familiarity with HR data structures, employee lifecycle metrics, and core HR processes. Prior experience documenting requirements for HR technology initiatives and system/process optimization. Exposure to global or multinational work environments is preferred. Advanced data analysis and visualization skills using Power BI, Workday Prism, and Excel. Strong storytelling abilities to convey insights to technical and non-technical audiences. Deep understanding of key HR metrics: headcount, attrition, performance, diversity, compensation, etc. Expertise in gathering and documenting business, functional, and technical requirements. Strong organizational, communication, and stakeholder management skills. Familiarity with AI/machine learning applications in HR is a plus. High attention to detail and the ability to manage large, sensitive datasets with accuracy and discretion. Understanding of data privacy, governance, and compliance requirements related to HR data. Language Requirements:
Fluency in English (written and spoken) is required.
#J-18808-Ljbffr
Lead the intake, documentation, and prioritization of business and functional requirements for HR technology projects and enhancements. Conduct stakeholder workshops, process mapping, gap analyses, and develop user stories or technical specifications. Collaborate with HR, IT, and business leaders to evaluate current-state processes and design scalable, tech-enabled future-state solutions. Assist in planning, UAT testing, implementation, and post-go-live support for new HR system features or updates. Strategic Support & Enablement:
Act as a thought partner to HR and business leaders, aligning analytics and systems strategy with broader organizational goals. Drive change management and user adoption for analytics tools and self-service capabilities. Champion data literacy and foster a culture of evidence-based decision-making throughout the HR function. Qualifications:
Education: Bachelor’s degree in Data Analytics, HR, Business Administration, Information Systems, or a related field required. Master’s degree in Data Analytics, Business Intelligence, or HR Technology is a plus. Equivalent combination of education and relevant experience may be considered. Experience:
3+ years of experience in HR analytics, HRIS, or business analysis, preferably in a mid-size to large organization. Proven experience with Workday (especially Workday Prism) and Power BI. Familiarity with HR data structures, employee lifecycle metrics, and core HR processes. Prior experience documenting requirements for HR technology initiatives and system/process optimization. Exposure to global or multinational work environments is preferred. Advanced data analysis and visualization skills using Power BI, Workday Prism, and Excel. Strong storytelling abilities to convey insights to technical and non-technical audiences. Deep understanding of key HR metrics: headcount, attrition, performance, diversity, compensation, etc. Expertise in gathering and documenting business, functional, and technical requirements. Strong organizational, communication, and stakeholder management skills. Familiarity with AI/machine learning applications in HR is a plus. High attention to detail and the ability to manage large, sensitive datasets with accuracy and discretion. Understanding of data privacy, governance, and compliance requirements related to HR data. Language Requirements:
Fluency in English (written and spoken) is required.
#J-18808-Ljbffr