HR Analytics Manager

Primary Purpose of Job

Develops and maintains a solid framework for data management, reporting and analytics to monitor current and expected performance of HR effectiveness; in support of HR stakeholders and broader ASB business goals/objectives. Utilizes sets of internal and external data to develop a comprehensive understanding of ASB teammate activities related to recruitment and retention and multiple cyclical data events, such as employee surveys, exit interviews, compliance reporting, talent, and other employee lifecycle transactions.

Major Job Accountabilities

1. Owns the collection, consolidation, and integration of HR data to assist HR in achieving outstanding effectiveness, ensuring the delivery of accurate and actionable insights.
2. Delivers analysis of data to identify trends, patterns, and insights that inform strategic decision-making. Develop tools (dashboards, reports, visualizations) to present findings in a clear and actionable manner for HR stakeholders and bank leaders.
3. Engages in planning and tactical implementation of data analytics activities, understanding business needs of HR and the Organization related to core staffing, teammate engagement, and operations efficiency.
4. Utilizes a systems-thinking approach to conceive, plan, and prioritize the building of evergreen data products which will address strategic priorities and further our data modernization.
5. Directs the development of statistical designs and analysis procedures for projects, ensuring they are scientifically sound, aligned with strategy and make optimal use of data available.
6. Partners with HR and business stakeholders to understand the business challenge, data needs, and provide analytical support, insights, and recommendations to address business challenges and opportunities.

Experience Required

Minimum five (5) years of experience in:

1. Experience in HR analytics or a related field with demonstrated expertise in statistical analysis, data visualization, and predictive modeling.
2. Communicating effectively complex results to executives and non-analytics audiences.
3. Direct use of HRIS and performance management tools such as R, Microsoft Excel and Tableau.

Required Skills or Training

1. Possesses statistical expertise and the ability to conduct regression analyses, factor analyses, and ANOVA.
2. Demonstrates a deep interest and aptitude in data, metrics, analysis, and trends.
3. Strong understanding of HR processes, practices, and regulations, with the ability to translate business requirements into data-driven solutions.
4. Strategic thinking and problem-solving abilities, with a focus on driving business outcomes through data-driven decision making.