Senior HR Analyst

Collects and compiles HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, employee surveys and industry benchmarks. • Analyzes data for trends and patterns with attention to recruitment, turnover, and labor utilization. • Responsible for the design, development and maintenance of the workforce dashboard that is used to track performance against organizational goals and identify areas of opportunity throughout the organization. • Prepares analysis of workforce metrics to communicate monthly results and trends to key leadership and the HR Committee of the Board of Directors. • Responsible for the design, development and maintenance of the nursing turnover dashboard that is distributed to the CNO and Nursing leadership on a monthly basis. • Generates reports/queries, including writing, maintaining, and supporting a variety of reports or queries utilizing appropriate reporting tools. Assists in development of standard reports for ongoing customer needs. Helps maintain data integrity in systems by running queries and analyzing data. • Assists with forecasting anticipated turnover and hiring using historical data trends. • Provides support for new report development and modification of existing reports within the HRIS reporting tool to fulfill ad hoc requests and ongoing data needs. • Identifies opportunities for improvement in the HRIS and works cross-functionally to implement. • Creates job aids and provides guidance to HR and leaders on HRIS processes. • Performs system maintenance, including assisting in the review, testing and implementation of HRIS system upgrades or patches. Collaborates with functional and technical staff to coordinate application of upgrade or fix. Maintains HRMS system tables. Documents process and results. • Conducts regular audits of HR data within the human resource information system to ensure data integrity. • Participates in HR metrics surveys and performs associated benchmark analysis. • Supports annual benefits open enrollment configuration and testing in the human resource information system (HRIS). • Serves as a backup for compensation, assisting with new hire rate quotes, compensation surveys, and annual market increases as needed. • Maintains working knowledge of government regulations, compensation and HR metrics trends, and prevailing practices among similar organizations. • Partners with IT, Finance and others when appropriate to accomplish organizational wide initiatives. • Participates in compensation and HR department projects.