The job of an HR analyst is to collect and analyze data related to employee performance and turnover. They use the HR data to identify trends and recommend changes in HR policies and procedures.
The HR analyst is also responsible for conducting training on new HR systems and initiatives. HR analysts must have strong analytical and problem-solving skills. For this position, you need to have strong communication skills to share your findings with both HR professionals and non-HR personnel.
The average salary of an HR analyst role is $63,000, according to ZipRecruiter.com
Those interested in a career as an HR analyst, need to pursue a degree in human resources or a related field.
This guide covers in detail the complete HR career path in becoming an HR analyst. What should be your starting point to become an HR analyst and where do you see yourself in the future? Without further ado, let's get started in understanding the complete HR career path.
What is the HR Analyst Career Path?
Also known as the HR data analyst, the HR analyst is a human resources professional who is adept at data analysis, data management, and data analytics. They study the most relevant data relevant to hiring and retaining staff.
The entry-level position is of a junior HR analyst. While this may seem like an easy job role, becoming an HR data analyst requires you to have strong experience with statistical software. This is because you will collect, compile, and analyze data analysis techniques to make recommendations on recruitment, retention, and legal compliance.
HR analysts study employee data to derive conclusions and help define the strategies for recruitment and talent acquisition. If you're good at number crunching, then this data analytics post is an excellent career choice for you.
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HR analysts have a minimum of a bachelor's degree in human resources or a related field. But we recommend joining online courses and staying updated with human resources knowledge to gain more experience. HR University offers multiple human resource management certificates that will help you nourish your human resources career to become a human resources analyst.
What Does an HR Generalist Career Path Look Like?
The career ladder is to join an organization as a junior HR analyst, then progress to HR analyst, and the Director of HR Technology. This is an exciting career path to make your own career as an HR professional.
Junior HR Analyst
A junior HR analyst is an entry-level position in the human resources department, who conducts research, analyzes data, and prepares reports. He reports to the HR analyst. In many cases, junior HR analysts are responsible for maintaining employee records and tracking changes in benefits and compensation packages.
They also help their HR departments by designing and administering employee surveys. Junior HR analysts have a bachelor's degree in human resources or a related field. Strong research, analytical, and communication skills are essential for success in this role.
- 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 HR analyst and senior HR professionals.
- Make recommendations to senior HR professionals, HR analysts, and the senior 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 on compiling reports of business performance, compensation programs, employee development, and job evaluation.
- Assist the HR department in conducting classification audits to ensure job descriptions and job duties are well-defined.
- Ensure compliance with data privacy regulations.
- Strong communication and organizational skills
- Excellent grip on labor statistics, HR roles, and employee benefits.
- Minimum Bachelor's Degree or a Master's degree in computer science.
- Excellent communication with the entire HR community, including HR practitioners, and the line management.
The human resource analyst is a senior position in the human resources department with better perks, higher salaries, and increased job responsibilities. After proving your skills and experience as a junior HR analyst, the company can consider you for the position of an HR analyst.
Your job responsibilities as a senior HR analyst will increase, as you will move on from analyzing reports to creating presentations and contributing to the strategic HR strategies.
Many companies are now data-driven and looking for HR analysts with a strong grip on using statistical software and strong analytical skills.
- Gather HR data about jobs, compensation, benefits, and other important HR analytics.
- Conduct performance management surveys.
- Report to the HR manager, HR Director, and other seniors with suggestions on HR programs on training.
- Suggest HR 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 and benefit 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.
- Strong communication skills: Junior or senior HR analysts need to communicate with employees and executive staff of the company. As such, they need to have excellent communication skills.
- Solid data analysis skills: HR analysts need to have a strong understanding of data analysis and a stronger grip on using statistical software to generate reports and presentations.
- Good people skills: HR analysts need to have the ability to build relationships with employees and create a positive work environment.
- Strong understanding of federal laws: A senior HR analyst needs a strong understanding of federal laws to ensure compliance.
- Bachelor’s degree: At least a bachelor’s degree in computer science. Some companies may also require 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 senior-most position after an HR analyst is the Director of HR Technology. This is different from an HR Director. Consider it as an "IT Expert of the HR Department."
The HR Director of Technology is responsible for leading and managing the human resources function for the Technology business unit. This includes developing and executing strategies and 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.
- Ensure 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/ platforms and associated human resources and financial data.
- Design, develop, implement and maintain processes and procedures, to support the organizational goals.
- 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.
- 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.
Becoming a Director of HR Technology is no easy feat. But by taking small steps in the right direction, you can achieve this goal. Now that you've made it this far, it is time you start applying the tips mentioned in this guide.
Josh Fechter is the founder of HR.University. He’s a certified HR professional and has managed global teams across 5 different continents including their benefits and payroll. You can connect with him on LinkedIn here.