What is the HR Analyst Career Path?
An HR analyst collects and analyzes data related to employee performance and turnover. Based on the analysis results, they identify trends and recommend changes in HR policies and procedures.
A human resource analyst also conducts training on new HR systems and initiatives. They exhibit strong analytical and problem-solving skills. To enter this field, you must demonstrate strong communication skills to share your findings with HR professionals and non-HR personnel.
The average salary of an HR analyst role is $63,000, according to ZipRecruiter.com.
This guide explains the complete career path for an HR analyst role. It describes where you should start in HR to get into the HR analyst seat and how what your future career will look like. Let’s start.
What is the HR Analyst Career Path?
An HR analyst, also known as an HR data analyst, is a human resources professional adept at data analysis, data management, and data analytics techniques. They study the organization’s data relevant to hiring and retaining staff to extract meaningful trends.
This HR career path starts with a junior HR analyst position. While this may seem like an easy job, you must have strong experience with statistical software.
This is because you will collect, compile, and analyze data analysis techniques to make recommendations on recruitment, retention, people operations, and legal compliance.
HR analysts study employee data to derive conclusions and help define the strategies for human resources. If you’re good at statistics and data analytics, this post is an excellent choice for starting your career in HR data analytics.
To start your career as a junior human resource analyst, you must pursue a bachelor’s degree in human resources or a related field. You can increase your selection chances by joining online courses and staying updated with advanced human resources skills to strengthen your HR knowledge.
HR University offers advanced human resources certification courses that help you master technical HR skills, and become a skillful human resources analyst.
What Does an HR Analyst Career Path Look Like?
The career ladder starts with a junior HR analyst, then progresses to an HR analyst, and then the Director of HR Technology. Have a look at these job roles in detail:
Junior HR Analyst
A junior HR analyst is an entry-level position in the human resources department. They conduct research, analyze data, and prepare reports. They also maintain employee records and track changes in benefits and compensation packages. Junior analysts work under the supervision of HR analysts.
They also help their HR departments by designing and administering employee surveys based on metrics extracted from the employee data. Generally, a junior HR analyst holds at least a bachelor’s degree in human resources or a related field. A candidate’s proficiency in research, data analytics, and communication skills is essential for this junior role.
Job Responsibilities
Here is the list of duties:
- Analyze data and statistics for trends and patterns with attention to recruitment and hiring practices
- Prepare reports of data results, presenting and explaining findings to the human resource analyst and senior HR professionals
- Make recommendations to senior HR peers, HR analysts, and senior human resource management for improving the company culture
- Assist the HR analyst in collecting, compiling, and analyzing employee retention data
- Develop training materials for new and existing staff as per the instructions from the HR analyst
- Provide administrative support to the HR analyst in compiling reports of business performance, compensation programs, employee development, and job evaluation
- Assist the HR department in conducting classification audits to ensure that the job description and job duties are well-defined
- Ensure compliance with data privacy regulations
Preferred Qualifications and Skills
Here are the preferred qualifications for the junior HR analyst:
- Strong communication and organizational skills
- Excellent grip on labor statistics, HR roles, and employee benefits
- Minimum bachelor’s degree
- Excellent collaboration skills with the entire HR community, including HR practitioners, and line management
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HR Analyst
The human resource analyst is a senior position in the human resources department with crucial job responsibilities but with better job perks. Once you gain the trust of your employer with your experience and excellent skills as a junior HR analyst, they can consider you for the senior position of HR analyst.
Your duties include analyzing reports, creating presentations, and contributing towards HR strategies with your analytical skills.
Many companies are now data-driven and looking for HR analysts with a strong grip on statistical software and analytical skills.
Job Responsibilities
Below are the job responsibilities of an HR analyst:
- Gather HR data about jobs, compensation, benefits, and other important HR analytics
- Conduct performance management surveys
- Report to the HR manager, and HR director with suggestions on employee training programs
- Suggest strategic processes to improve recruitment and talent acquisition programs
- Identify and recommend long-term goals and benchmarks for key performance metrics
- Guide the HR analytics team on performance management programs
- Assist the HR manager in understanding and solving employee relations issues
- Forecast costs of training programs, benefits, and business administration for each department and help create budgets
- Work in liaison with the HR business partner to achieve the business objectives of the company
- Improve the current company policies on training and development
- Implement relevant HR metrics to reduce employee turnover rates
- Conduct data analysis on recruitment practices, motivation, turnover, and compliance with employment laws
- Optimize and implement new HR processes and systems
- Conduct exit interviews, compile data, and suggest changes to company policies
- Identify why employees choose to work with or leave the company and recommend areas of improvement
- Review job descriptions and job titles for each employee to increase employee retention
Preferred Qualifications and Skills
Here are the preferred qualifications:
- Strong communication skills: As HR analysts communicate with employees and the executive staff of the company, they must exhibit excellent communication skills.
- Solid data analysis skills: HR analysts must hold a strong understanding of data analysis and a grip on using statistical software to generate reports and presentations.
- Good people skills: HR analysts must exhibit the ability to build relationships with employees and create a positive work environment
- Strong understanding of federal laws: A HR analyst position demands a strong understanding of federal laws to ensure compliance
- Bachelor’s degree: The human resource analyst seat requires at least a bachelor’s degree in data analytics or computer science. Some companies may demand HR certification from SHRM or HRCI.
- Experience: ~5 years
- HR strategy: Expertise in managing the HR department and helping subordinates
Director of HR Technology
The next senior position after an HR analyst role is the director of HR technology. Note that, this job role is different from a regular HR Director’s role. You can think of it as an “IT expert of the human resource department.”
The HR director of technology is responsible for leading and managing the human resources analytical functions for the technology business unit. This includes developing and executing strategies and HR programs to attract, retain, and develop top talent.
The HR technology director is responsible for the implementation and delivery of all HR technology and operational programs. It is a strategic leadership position and provides innovative solutions to maximize HR efficiency through software implementations, resource utilization, and service delivery.
The HR technology director has hands-on experience in using Oracle HCM cloud, or relevant HR cloud-based solutions, and delivered excellent results using technology.
The director is a key member of the HR leadership team and plays a vital role in supporting the success of the technology business unit.
Job Responsibilities
Here are the job responsibilities of a director of technology:
- Ensure that HR technology strategy and roadmap are in line with business objectives
- Oversee effective project management for human resources system upgrades, integrations, and implementations
- Identify cost reductions and develop mitigation plans
- Develop and maintain HR metrics and dashboards for performance management
- Develop and implement a company-wide HRIS program that users can implement and monitor
- Ensure the execution of appropriate data governance for human resources systems and relevant financial data
- Design, develop, implement and maintain processes and procedures, to support the organizational goals
Preferred Qualifications and Skills
Here are the preferred qualifications for the director of the technology role:
- 10+ years of HRIS management experience
- Experience managing employees and the HR department
- Experience in quantitative data analysis, queries, metrics, and reporting
- Proficiency in Word, Excel, PowerPoint, Visio, Access, and Outlook
- Bachelor’s or master’s degree in data analytics or human resources information system
- Excellent communication, presentation, and organizational skills
- Maintain confidentiality of sensitive information
The director guides and works with the business unit leadership team to ensure the HR department meets business objectives.
Conclusion
Becoming an HR analyst is not easy but you can achieve this goal by taking small steps in the right direction. Now that you’ve made it this far, it is time you start mastering the fundamental skills, and gaining the right education and certifications to start your career in the HR analyst field.
FAQs
Here are the most frequently asked questions about the HR analyst career path.
What does an HR Analyst do?
An HR analyst is responsible for collecting and analyzing data related to human resources activities such as employee performance, recruitment, turnover, and compensation. They help organizations make informed decisions by providing insights based on this data. There are various types of HR analysts, including operational HR analysts, who focus on day-to-day HR processes, and compliance-focused HR analysts, who ensure that an organization adheres to labor laws and internal policies.
What is the difference between an Operational HR Analyst and a Compliance-Focused HR Analyst?
An operational HR analyst primarily focuses on improving the efficiency of human resources operations by analyzing data related to recruitment, onboarding, and employee development. In contrast, a compliance-focused HR analyst concentrates on ensuring the organization remains compliant with employment laws and regulations. This role involves a significant amount of risk management as they help to identify potential legal or policy-related risks within HR processes.
What education is required for a career as an HR Analyst?
A degree in human resources, business administration, or a related field is typically required to pursue a career as an HR analyst. Business administration programs offer a broad understanding of management principles, which is valuable for both operational and compliance-focused HR roles. Many HR analysts also seek additional certifications to specialize in areas like data analytics or labor law compliance.
What skills are important for a successful HR Analyst career path?
To thrive as an HR analyst, key skills include data analysis, critical thinking, and a solid understanding of human resources functions. Additionally, knowledge of business administration helps in understanding broader organizational objectives. If you’re looking to specialize as a compliance-focused HR analyst, understanding risk management is crucial to anticipate potential issues and ensure that the organization operates within legal boundaries.
How can an HR Analyst advance their career?
HR analysts can advance their careers by gaining experience and expertise in specialized areas such as HR technology, data analytics, or risk management. Earning advanced certifications or a master’s degree in human resources, business administration, or a related field can also open doors to leadership roles. Networking and staying updated on industry trends through continuous learning are additional ways to enhance career growth.
If you are new to Human Resources and are looking to break into an HR Analyst’s role, we recommend taking our People Analytics Certification Course, where you will learn how to build your skill set in HR analytics, build your people analyst network, craft a great HR analyst resume, and create a successful job search strategy in the human resources analyst field.
