Senior HR Analyst
About The Position
We are looking for an HR Analyst to play a critical role in enabling data-driven People decisions across the employee lifecycle. This role sits at the intersection of HR systems, analytics, compensation, workforce planning, and operational execution, and partners closely with People Ops, Compensation, Payroll, Finance, and HRBPs. This is not a reporting-only role. You will be responsible for building trusted data foundations, translating complex people data into actionable insights, and supporting high-impact initiatives such as compensation cycles, workforce planning, HRIS transformation, and compliance reporting. There will be a lot of opportunities to learn along the way, so the ideal candidate should have the confidence, curiosity, and executive presence to engage with senior stakeholders, be a trusted SME, and drive meaningful change. You're excited to adapt and grow alongside a fast-paced, high-growth business that's scaling globally. If you're ready to roll up your sleeves, think big, and build something that matters - we'd love for you to apply!
Requirements
- 4–6 years of experience in HR analytics, People Ops, Compensation analytics, or workforce reporting
- Strong analytical skills with advanced Excel/Google Sheets (pivot tables, formulas, reconciliation logic)
- Experience working with HRIS and payroll data (e.g., BambooHR, ADP, UKG, Workday, or similar)
- Ability to translate complex data into clear insights for non-technical stakeholders
- High attention to detail, especially in time-sensitive and compliance-driven work
Nice To Haves
- Experience supporting compensation cycles or workforce planning
- Exposure to planning or BI tools (Adaptive Planning, Power BI, Tableau, Looker, etc.)
- Experience partnering with Finance on headcount or labor cost analysis
- Prior involvement in HRIS implementations or system transformations
Responsibilities
- Build, maintain, and enhance People dashboards and analyses across headcount, attrition, compensation, promotions, and workforce trends
- Partner with HRBPs and People leadership to answer complex questions using data (e.g., span & layer analysis, comp distribution, attrition drivers)
- Ensure data accuracy, consistency, and interpretability across HR, Payroll, and Finance datasets
- Support annual and off-cycle compensation processes (merit, promotions, market adjustments, bonuses) through data preparation, validation, and analysis
- Partner with the Compensation team on pay equity analysis, benchmarking inputs, compa-ratio and range-penetration analysis
- Assist with workforce planning inputs and scenario modeling in partnership with Finance and Adaptive Planning (or equivalent)
- Act as a key data partner during HRIS initiatives and system integrations (e.g., BambooHR, ADP, UKG, Workday Adaptive, NetSuite, Smart Recruiters )
- Own HR data governance practices: definitions, audits, reconciliation checks, and change controls
- Support system testing, UAT, data migrations, and post-go-live validation
- Prepare recurring and ad-hoc reporting for audits, regulatory submissions, and internal governance (e.g., EEO, WGEA, SOC2, internal reviews)
- Identify process gaps, manual workarounds, and data risks — and proactively recommend improvements
- Document analytics methodologies, assumptions, and data sources to ensure repeatability and trust
Benefits
- 4 extra "YOU" days off each year—take a break, no questions asked!
- Company-sponsored volunteering days to give back.
- Generous parental leave policies for growing families.
- Access to LinkedIn Learning for continuous growth.
- Discounted Health Insurance plans.
- Monthly technology allowance.
- Annual flu vaccinations and skin checks.
- Hybrid flexibility
- A Nearmap subscription (naturally!).
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
No Education Listed
