Sr. HR Analyst

Alta Genetics•Madison, WI

21d

About The Position

The Sr. HR Analyst will lead the execution of URUS’ global people data and analytics strategy to empower better decisions about our people, culture, and organization. This role will drive workforce insights, develop predictive analytics capabilities for strategic workforce planning, and provide intuitive data visualizations for executive leaders to access and interpret independently for informed decision-making. In URUS’ matrixed and data-based business, this role will play a critical role in strengthening our HR operations, talent foundation, and future readiness. This role is preferably based in Madison, WI with expectations for occasional travel to the US and global retail countries.

Requirements

Bachelor’s Degree
10+ years understanding HR strategy and operations and experience in people analytics, workforce data, HR Generalist, and Business partner roles.
Technical experience and expertise in data visualization and analytics tools such as Power BI and Tableau, and strong proficiency in Microsoft Excel for advanced reporting and modeling.
Administer or oversee HRIS/HR tools for accuracy, data integrity, and compliance; troubleshoot issues and coordinate enhancements or new functionality. Configure or define requirements for advanced reports and analytics within HR systems (e.g., Workday, SAP, Oracle) and BI tools.
Demonstrated experience embedding AI and automation into HR analytics workflows, including using AI enabled tools to surface insights, streamline reporting, and optimize HR Operations processes (e.g., engagement surveys, training analytics, workforce planning). Experience leveraging AI agents or automation tools to reduce manual work and improve data delivery to the business.
Demonstrated experience translating business and people strategy into system and reporting requirements and delivering solutions end‑to-end.
Demonstrated experience with implementing an HR system as an SME.
Own HR data governance standards, including data definitions, quality checks, access controls, and compliance with privacy and employment regulations
Proven ability to lead data-driven projects that influence executive decision-making.
Experience working in a global organization with global datasets and formatting.
Experience and willingness to work under tight timelines and occasionally outside of work hours.
Experience working with executive leadership to provide data and insights

Nice To Haves

Experience in agriculture, life sciences, or a data-driven industrial environment.
Understanding of GDPR, data ethics, and analytics best practices.
Background in data science, business analytics, or applied statistics.
Working with matrix teams

Responsibilities

Analytics Strategy and Reporting
Serve as the thought leader for workforce analytics, ensuring People strategies are grounded in data and financial impact and execute analytics initiatives to support the global People strategy.
Serve as the strategic advisor to the SVP of People and the executive team on workforce trends and insights
Develop and maintain predictive models for turnover, talent gaps, and workforce cost projections, proactively identifying trends and anomalies in workforce metrics. Partner with People leaders to interpret insights and design targeted interventions that address root causes rather than surface symptoms.
Translate business questions into analytical frameworks that inform decisions about talent acquisition, workforce planning, workforce development, compensation, employee engagement, performance, and retention.
Drive the evolution of People analytics from descriptive reporting to diagnostic, predictive, and prescriptive insights that inform decision making.
Transform HR Operations data into clear, actionable insights, ensuring outputs such as engagement results, training metrics, and workforce trends are delivered in engaging, business ready formats as opposed to raw spreadsheets.
Workforce Planning and Data Integration
Own the workforce planning process and deliver scenario-based recommendations that influence enterprise decisions on hiring, retention, talent allocation, succession planning, cost optimization, and organizational agility
Ensure data integrity and consistency across analytics platforms by partnering with HRIS and system owners and develop governance processes that enable accurate reporting and actionable insights for workforce decisions.
Understand and optimize data flows among People, Finance, and operational systems to enable seamless integration.
Partner with Financial Planning & Analysis (FP&A) team to analyze workforce scenarios and visualize financial impacts for informed decision-making.
Strong HR technology acumen, including configuration concepts, integrations, data structures, and testing practices
People Data, Metrics, and Insights
Manage the development and evolution of the URUS People dashboard and reporting framework, ensuring global consistency and data integrity
Enable data-driven decision-making by defining, collecting, validating, and reporting data across regions and systems, and by creating visualizations that translate goals to insights
Deliver actionable insights and recommendations to executive leaders through dashboards, scorecards, and analytical models that highlight workforce risks and opportunities, including turnover, mobility, DEI, and engagement.
Collaborate with People, Finance, and Operations leaders to influence decision-making with data-backed insights and real-time visualization tools (e.g., Power BI).
Prepare analysis and materials for executives for audits, reviews, M&A, and strategic planning cycles.
HR Process Optimization and AI Enablement
Analyze core HR processes, (recruitment, onboarding, performance management, compensation, employee data management) to identify inefficiencies, gaps, and opportunities for improvement.
Recommend and support automation and system enhancements across HRIS and connected tools to streamline workflows, reduce manual effort, and improve data accuracy.
Identify and evaluate use cases for AI and advanced analytics that can accelerate insights, automate repetitive tasks, and enhance decision-making across the People function.
Lead pilot initiatives for process automation and AI enabled tools, partnering with People, Digital, and business stakeholders to test solutions, validate impact, and scale successful innovations.
Support AI-enabled reporting and dashboard development, ensuring tools are aligned with business needs and integrated into existing workforce planning and engagement processes.
Data Governance and Infrastructure
Adhere to the governance of people data systems, partnering with Digital and HRIS product ownership and analyst teams.
Support and ensure data integrity, security, privacy, and ethical use of workforce data.
Champion standards and best practices in how people data is collected, stored, and used.
Enablement and Capability Building
Upskill Regional People Directors and People Business Partners in data fluency and self-service tools.
Promote a culture of curiosity, experimentation, and insight within the People team.